LUTZ BUSINESS INSIGHTS

 

STAFFING TRENDS FOR THE NEW YEAR

top 4 staffing trends for the new year

jessca lage, talent sourcer

 

The National unemployment rate is at 4.2%, compared to April 2020 being at 14.8% making the market nearly as tight as it was pre-pandemic. With plenty of roles to be filled, what trends can recruiters use in the new year to attract qualified potential employees? Here are the top staffing trends for 2022!

 

1. Virtual Hiring and Recruitment is Not Going Anywhere Yet 

Social distancing requirements set in response to COVID-19 forced companies to adopt virtual recruitment strategies. Platforms such as Skype, Zoom, Teams, and WebEx are still being used by recruiters worldwide to contact referees and conduct interviews, especially for the first round. Online recruitment has offered companies an easier way to conduct the recruitment process, benefiting from its speed and efficiency. We continue to see companies investing in the technology and equipment necessary for a virtual process.

Now that lockdown restrictions have been eased, talent managers are finding a balance between online and in-person hiring. We expect to see many initial and entry-level interviews done via internet platforms and final and executive evaluations done face-to-face. That said, it is unlikely we will see the end of virtual recruitment in the near future.

 

2. Candidates Will Seek More Flexibility 

Coming out of 2021, we are still seeing a gradual transition back to “normal.” Companies will need to establish a work from home policy, if they have not already, to help guide and monitor employee performance outside of the office.

We have seen many small companies return to 100% in-office capacity with an emphasis on work/life balance. Candidates are still very much interested in flexible hours and work from home capabilities.

Recruiters must understand their customer base, the changes to their schedules and needs over the last few years, and how these deviations will affect their work life. This will help create a flexible system to ensure employee satisfaction and business success.

 

3. The popularity of Contract and Temporary Positions 

The job market remains hot, and companies are being forced to allocate additional resources to staffing projects and employee wages. Businesses will continue to try and minimize expenses where they can while still maintaining optimum production levels. A good way to do this is the use of temporary and contract staff.

Temporary and Temp-to-Hire opportunities can help companies and candidates determine if one another is a good fit. They also allow candidates to see new industries, company sizes, and job duties before deciding what might be the best fit for them.

 

4. Relationships are Key! 

Connections have always been the cornerstone of every recruitment strategy. Over the past few years, recruiters have emphasized recruiting the best talent, with candidate acquisition being a top priority. However, the COVID-19 pandemic shifted the recruiter’s priority to client acquisition and retention. We believe client relationship management will continue to be the first consideration for organizations in 2022.

 

Stay on Top of These Recruitment Trends in 2021 

As part of the recovery process from the ongoing pandemic, recruiters must look back at the challenges affecting potential candidates and predict how they can transform the future of the industry. This will aid in effectively hiring competent and qualified personnel, even with increased competition from other organizations. There is a light at the end of the tunnel! If you have any questions, please contact us. You can also view our current openings by visiting our website.

ABOUT THE AUTHOR

402.778.7974

jlage@lutz.us

LINKEDIN

JESSICA LAGE + TALENT SOURCER

Jessica Lage is a Talent Sourcer with over four years of recruiting experience. She is responsible for interviewing and placing candidates for Lutz Talent clients. Lage focuses on recruiting for the accounting, finance, office administrative and human resource industries.

AREAS OF FOCUS
  • Recruiting
  • Candidate Experience
  • Relationship Management
  • Sourcing
  • Networking
EDUCATIONAL BACKGROUND
  • BA in Hospitality Management, Minor in Leadership Communication, University of Nebraska, Lincoln, NE
COMMUNITY SERVICE
  • University of Nebraska-Lincoln Pi Beta Phi Alumni Advisor

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PROVIDER RELIEF FUND REPORTING

Provider relief fund reporting

The Provider Relief Fund (PRF) Reporting Portal opened for Reporting Period 2 on January 1, 2022, and will remain open through March 31, 2022, at 11:59 PM ET.  What you need to know:

Providers who were required to report in Reporting Period 1, but did not report:

  • Providers who received one or more payments exceeding $10,000 between April 10, 2020 - June 30, 2020, were required to Report in Reporting Period 1.
  • HRSA states that “You are out of compliance with the PRF Terms and Conditions and must return your Payment Period 1 PRF payment(s) to HRSA.”
  • There are additional instructions on the HRSA site for returning payments and other information regarding “non-compliance”

Upcoming Reporting Requirements:

Period Payment Received Period   Deadline to Use Funds Reporting Time Period
3 January 1, 2021, to June 30, 2021 6/30/2022 July 1, 2022, to September 30, 2022
4 July 1, 2021, to December 31, 2021 12/31/2022 January 1, 2023, to March 31, 2023

 

If you have any questions, please contact Paul Baumert, Julianne Kipple or Lauren Duren, or call us at 402-496-8800.

 

Last Updated: 1/14/2022

 

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