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    • Business Support skills in demand

    2021 was a rollercoaster in recruitment. Due to the multiple COVID waves, some businesses had to pivot and reinvent themselves to meet customer needs and have thrived. The demand for ’nice to have’ roles have come back, but again were the first to die out when the second wave hit. Australia and New Zealand experienced signs of ’the Great Resignation’, with candidates’ expectations set very high and pressure rising internally with limited staff. Unemployment rates at an all time low have encouraged employers to offer above market-rate salaries.


    Top 3 Business Support skills in demand in 2022

    • HR knowledge
    • Project management
    • Customer service skillset

    Business Support job seekers' intentions

    To stand out and have a successful hiring strategy today, it is essential to think outside of the box. Job boards aren’t attracting the same level of applications they used to. On the flipside, there is no better time to review your employer value proposition: the most demanded benefit is flexiblity. Extra benefits, and a clear company vision will help support your talent acquisition strategy, as candidates are seeking job security and flexibility.


    So what are job seekers' intentions for 2022?

    36% - Looking for a new job right now

    11% - Looking for a job in the next 3 months

    8% - Looking for a job in the next 6 months

    5% - Looking for a job in the next 12 months

    40% - Won't look for a job within the next year

    Recruitment challenges in 2022

    The recruitment process has become more challenging, with a clear decrease in the number of applicants, but also candidate hesitancy in their job search: more job seekers have been unexpectedly pulling out of the recruitment process without notice to the hiring manager, and more have also rejected or negotiated their contract after offer.


    The biggest recruitment challenges of 2021 and 2022 have been:

    69% - There has been a decrease in the number of applications

    44% - More job seekers are negotiating their contracts after offer

    43% - There has been a significant increase in rejected job offers

    30% - Job seekers have ghosted hiring managers more than ever


    To counter these undesirable challenges, hiring managers need to identify

    early in the process why candidates are looking for a new role in order to assess their desire to join a new organisation, but also understand salary and benefits expectations earlier so the job offer complements those. By doing so and by reviewing their employer value proposition, organisations will be able to write job ads that perform better and attract more candidates, identify candidates that are less likely to pull out, and reduce the number of offers rejected or renegotiated at the end of the process.

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