LinkedIn’s 5 Talent Predictions for 2022

Talent professionals are typically ahead of the curve when it comes to workforce trends, but no one could have predicted the tectonic changes we’ve all experienced since the start of 2020. 

While the pandemic initially chilled the job market, it didn’t take too long to heat up and usher in the Great Reshuffle: a time when employers and employees are rethinking how we work, where we work, and why we work.

Today’s labor market is tight, and we expect it to be even tighter in 2022. That puts even more pressure on employers to embrace the changes predicted below — from flexibility and internal mobility to skills-based hiring and DEI — if they hope to stay competitive in attracting and retaining talent in the new year. 

Read on to see our predictions for talent professionals over the next year, and check out our broader predictions for the world of work in 2022 here. 

1. Flexibility will drive acquisition and retention amid the Great Reshuffle

As companies readjust amid the Great Reshuffle, they’re realizing that hybrid work is increasingly a permanent part of the picture: 81% of executives are changing their workplace policies to offer greater flexibility to their workforce. That’s a smart business decision, since 87% of employees would prefer to stay remote at least half of the time — even after it’s safe to return to their workplace.

There’s no doubt that flexibility is now a critical factor when it comes to attracting new talent and keeping current employees happy: It’s the fastest-growing priority for candidates considering new jobs; and employees who are satisfied with their flexibility on work schedules or location are 2.6x more likely to be happy working for their employer and 2.1x more likely to recommend working for the company. 

And on LinkedIn, we’re seeing that job seekers are craving remote work. Of the searches in the United States that use our new remote, hybrid, and onsite job filters, 84% of searches are for remote jobs. And on average, those remote jobs receive 4x the applications that onsite jobs do. 

For HR leaders, this is an opportunity to make a real difference. Now is the time to adopt solutions that make this new world of work better than the old one. Creating a culture of flexibility — one that fosters true work-life balance — will reap long-term rewards.

In short, work will fit into life — not the other way around. 

2. Hiring will continue to move beyond degrees and diplomas

Over the past year we’ve seen the hiring market begin to shift away from only looking at degrees, diplomas, and past experiences. 

Since 2019, there’s been a 20% increase in managers hired who don’t have a traditional four-year degree. And with a very tight labor market, this trend is likely to continue. 

By focusing on skills along with more traditional requirements, employers can broaden talent pools, while leveling the playing field for job seekers from nontraditional backgrounds. 

3. Internal mobility programs have a renaissance 

With the global economy experiencing massive change — coupled with a tight labor market — upskilling, reskilling, and investing in your current employees has never been more important. 

By creating and supporting internal mobility programs, you’re not only showing your teams that you’re invested in their development, you’re also boosting retention and engagement. 

Employees at companies with high internal mobility stay almost 2x longer than those who don’t, and those who have found new roles internally are 3.5x more likely to be engaged than those who haven’t. 

In 2022, companies will begin to put more internal hiring programs and processes in place. That also means HR will move beyond a siloed approach to foster a closer relationship with colleagues in learning and development.

4. Workplace cultures will center on DEI

In the era of the Great Reshuffle — where employees want to work for companies whose cultures align with their values — showcasing your company’s authentic commitment to equity matters more than ever.

And job seekers are turning to LinkedIn to find that commitment: More than three-fourths (78%) of job seekers on LinkedIn expect to find diversity, equity, and inclusion (DEI) information on a company’s LinkedIn Page. 

From reducing bias when screening candidates to offering more inclusive benefits to supporting employee resource groups (ERGs), building DEI into your company culture isn’t a “nice-to-have” — it’s both a moral and business imperative. 

DEI will — and should — be a top priority for the C-suite. 

5. Caring will be a crucial part of decision-making 

Companies and employees are rethinking what they want out of work. What we’re seeing is that care is rising to the forefront and becoming the center of decision-making, reducing burnout and boosting happiness at work. 

Our new data from Glint reveals that employees who feel cared about at work are 3.2x more likely to report being happy to work for their current company and 3.7x more likely to recommend working for their company. 

And the inverse is also true: At companies that struggle with manager care, employees are nearly 50% more likely to apply for a new job. This means that managers will need to continue to adapt their styles and build soft skills to attract and retain talent in the future of work. 

Final thoughts

In preparation for 2022, we hope these predictions can help you and your team adapt in our rapidly changing world of work. As recent times have taught us, the new year is bound to have a few surprises that no one could have predicted. But by staying on top of these trends, you can put your company in the best position to excel in 2022.

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