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13 Surprising Trends in 2022 Recruiting


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What is one surprising hiring trend you’ve witnessed so far in 2022?

To help you get a first-hand perspective of this year’s hiring trends, we asked recruiters and hiring managers this question for their best insights. From prioritizing cultural fit to the resistance of remote work, there are several surprising hiring trends that companies are following in the first half of 2022.


13 Surprising Recruiting Trends

Here are 13 surprising trends in 2022 recruiting:

  • Prioritize Cultural Fit and Alignment
  • Talent Acquisition Teams Thinking More Like Sales & Marketing
  • Niche Specialization of Recruiters
  • Continued Growth in Outsourcing
  • Video Resumes
  • Increasing Use of AI
  • Boomerang Recruiting
  • Focus On Innovation and Technology
  • Renewed Focus On Team Engagement and Collaboration
  • Prospective Employees Work Together
  • Responses to Values-based Job Postings
  • Reaching Out to Passive Candidates
  • Companies Still Resisting Remote Work

Prioritize Cultural Fit and Alignment

Experience and qualifications used to play an oversized role in hiring decisions, but the Great Resignation upended traditional expectations. Qualifications are important, but people don’t want to just work for any company anymore. They want to work for those whose work cultures align with their mindset and values, and they’ll quit if they’re not the right fit. Hiring managers have to focus more on prioritizing cultural fit and alignment to stem the tide of increased turnover.

Jon Schneider, Recruiterie

Talent Acquisition Teams Thinking More Like Sales & Marketing

Because the competition for talent is so steep, recruiting teams are needing to become more like sales and marketing teams for their companies. This means recruiters’ priorities have shifted from not only sourcing and interviewing, but also branding and strategy. They need to spend more time and energy on creating memorable touchpoints throughout the full candidate experience, thus leading them to automate more repetitive tasks to keep up with these new demands. With more recruiters empowered to be brand advocates, they are also leading initiatives to research new tools and develop fresh, creative ways to promote their company’s values, mission, and culture.

Andres Blank, Fetcher

Niche Specialization of Recruiters

As the average number of applications per role has skyrocketed, many businesses and external agencies embrace the need for further specialization. While in the past, the generalist recruiters sourcing candidates for a range of office jobs were the norm, now they specialize not only in specific job functions but even in their industry-related versions. Instead of hiring analysts, accountants, and admin staff, they may only handle business intelligence specialists in e-commerce or database developers in fintech.

Michael Sena, SENACEA

Continued Growth in Outsourcing

If the pandemic proved anything, it’s that companies with nimble workforces have an advantage over those who are stuck in old modes of handling staffing issues. From hiring to onboarding and scheduling, outsourcing makes life easier. And 2022 is seeing a recognition of its benefits in terms of operations, administration, and cost savings. This trend will continue throughout the year.

Stephanie Tanhueco, C9 Staff

Video Resumes

A great candidate trend that is hitting 2022 is video resumes. Gen Z has started the video resume trend from TikTok and it has become a common way to apply to creative fields and positions. Especially video editing and graphic design. Video resumes will most likely become popular amongst corporate positions as well since it is a great way to truly see who you are interviewing and potentially hiring.

Olivia Young, Conscious Items

Increasing Use of AI

I’m consistently surprised by the capabilities of AI in hiring, and I think the HR industry is catching on. As we’re all still dealing with hiring problems that won’t seem to go away from last year (labor shortages, great resignation, burned-out recruiters), we’re seeing more and more HR leaders turn to AI assistants for…assistance. AI assistants like Paradox’s Olivia can screen candidates, field questions, and schedule (and reschedule) interviews, allowing recruiters and hiring managers to shed the repetitive admin work and focus on the highest priority, people. So while I’m surprised to see the problems of 2021 being so persistent, I love to see how more and more talent leaders are finding out how AI can assist their team in hiring better and faster.

Josh Zywein, Paradox

Boomerang Recruiting

With the “Great Resignation” or “Great Reshuffle,” I’m seeing an increased focus on hiring both internal candidates – to retain top talent, as well as former employees – boomerangs – to harness previously vetted talent. Our research finds that 72% of employees would consider rejoining a former employer given the right opportunity, and half said they have regretted leaving a former employer. Indeed, the grass isn’t always greener on the other side of the fence, and now is the time to tap into this often forgotten resource. Boomerangs already know what they are signing up for in terms of culture, and often outperform external hires.

Brett Wells, Perceptyx

Focus On Innovation and Technology

Medical schools and healthcare facilities are becoming more and more technologically advanced. To minimize recovery time, human errors and reduce cost, more health professionals are learning to use innovation and technology to their advantage. Whether for documentation, minimally invasive procedures and more, technology is important for the future of healthcare. As part of the hiring process, it is also great when healthcare professionals already come with a depth and breadth of knowledge and experience with newer innovative tools and devices.

Paul Breen, Strelcheck Healthcare Search

Renewed Focus On Team Engagement and Collaboration

More employees are working from home than ever before, and hybrid work environments are also becoming increasingly common. Business as usual has had to make way for the new normal, and companies realize they must adapt quickly to changed circumstances. This is why, in 2022, there is a renewed focus on the ability of team members to collaborate with each other, wherever they are. Team engagement and collaboration lead to higher productivity levels across a company.

Ed Stevens, Preciate

Prospective Employees Work Together

In the past few years, there has been a huge shift in hiring trends. The focus seems to be much more on finding out how well prospective employees work together and their ability to collaborate with other teams. This could be because of the rapid growth of the internet and the rise of social media platforms such as Facebook and Twitter that empower users to share their thoughts and opinions with others from different countries who speak different languages. In the year 2022, many employers are hiring a diverse workforce in order to better represent a multitude of perspectives. This is an important consideration for companies who wish to remain relevant in a changing demographic landscape.

Ben Miller, Focus On Digital

Responses to Values-based Job Postings

Recently we’ve had more responsiveness when posting jobs that speak to the values of the company and appeal to the values of our ideal hire. We’ve appealed to the desire to build a future and showed how this position helps them do that. We’ve also clearly stated our vision and values for our company and how we’re making people’s lives better. We have also appealed to specific life-stages – figuring out what kind of person would be the best fit and mentioning that in our posting – for example, recently in looking for a part-time floral delivery position – Floral Ambassador! – we appealed to retirees and Moms who want a bit more flexibility instead of a rigid schedule.

Karin Crawford, Gods Garden Treasures

Reaching Out to Passive Candidates

2021 saw many companies competing for candidates with in-demand skill-sets. Instead of limiting themselves to the few candidates actively searching for jobs, companies are reaching out to passive candidates who are not currently looking to change employers. Sourcing passive candidates expands the potential talent pool and employers have grasped the potential this offers. In 2022, I’m seeing a dramatic rise in digital attraction strategies designed to attract and engage passive candidates. This is often coupled with the formation of dedicated sourcing teams that are tasked with searching, identifying, and contacting potential candidates.

Dean Kaplan, Kaplan Collection Agency

Companies Still Resisting Remote Work

There are still a number of companies requiring in-person employees, which is disconcerting. It’s difficult to expect workers to make moving plans while in-office work isn’t back in full swing yet. It adds to the uncertainty many people are already experiencing. If anything, I think it’s best to let workers start as remote employees, if possible. If all is going well, you can later assess whether they’re actually needed in person. Remote work simply works better for many people.

Anne-Marie Faiola, Bramble Berry


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