LUTZ BUSINESS INSIGHTS
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
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
- Candidate Experience
- Relationship Management
- BA in Hospitality Management, Minor in Leadership Communication, University of Nebraska, Lincoln, NE
- University of Nebraska-Lincoln Pi Beta Phi Alumni Advisor
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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:
- Who needs to report? Providers who received more than $10,000 in PRF Payments from July 1, 2020, to December 31, 2020.
- The deadline to use these funds was December 31, 2021.
- HRSA Resources Available to assist with reporting:
- Post-Payment Notice of Reporting Requirements
- Lost Revenues Guide – Reporting Period 2
- What’s New in Reporting Period 2 Fact Sheet
- Reporting Resource Guide – Reporting Period 2
- There is a very comprehensive Reporting Portal User Guide (with many helpful screenshots, definitions, examples, etc.)
- There are also Data Entry Worksheets to assist providers in preparing to report through the portal
- Contact the Provider Support Line at (866) 569-3522
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|
Last Updated: 1/14/2022
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