6 Recruiting Trends from 2022 That Still Shape the Future of Hiring
In 2020, the world embraced remote work almost overnight. But the shift wasn’t entirely new — the seeds of change had already been planted. The pandemic simply accelerated what was already unfolding: a redefinition of how, where, and why we work.
By 2022, that momentum had taken shape in how companies hired talent. While trends have evolved since, these six early shifts continue to guide how forward-looking TA leaders build future-ready teams.
1. Remote Work Became the Norm — And Isn’t Going Anywhere
Remote work was once a perk. Now, it’s a baseline expectation for many candidates. The pandemic may have forced the switch, but the productivity gains, flexibility, and improved work-life balance have made remote-first or hybrid setups a permanent fixture.
Candidates want freedom. Recruiters need new ways to identify, attract, and assess talent without relying on in-office signals.
What this means for TA teams:
- Build remote-friendly interview processes
- Invest in virtual onboarding
- Use digital assessment tools to evaluate performance potential
2. Talent Networks Took Center Stage
TA teams no longer rely solely on job boards. Instead, they’re leveraging internal and external talent networks — from alumni and past candidates to employee referrals and niche communities.
RippleHire’s referral engine, for instance, helps enterprises tap into trusted networks at scale, turning employees into brand ambassadors.
What this means for TA teams:
- Activate employee referrals with automation and gamification
- Engage alumni networks for rehires or contract roles
- Build talent communities around key skill sets
3. Freelancing and Contract Work Went Mainstream
Freelancers, contractors, and gig workers are no longer backup options — they’re a critical part of workforce strategy. The myth of job security gave way to performance-driven employment, and many professionals now prefer flexible, project-based work.
For recruiters, this opens up faster, cost-effective options to fill roles.
What this means for TA teams:
- Set clear scopes and deliverables upfront
- Align contract hiring to business priorities
- Use tech platforms that streamline vendor and contractor hiring
4. Skills-Based Hiring Took the Lead
Degrees and pedigree matter less than demonstrable skill. Enterprises began prioritizing what candidates can do over where they studied or worked.
Skills-based hiring is especially critical in a remote environment, where outcomes matter more than optics.
What this means for TA teams:
- Redesign JDs to focus on outcomes, not credentials
- Use skills assessments during shortlisting
- Coach hiring managers to calibrate interviews around capabilities
5. Diversity, Equity, and Inclusion Became Business Imperatives
Diversity isn’t a box to tick — it’s a business strategy. Teams that value varied perspectives perform better, innovate faster, and build more resilient cultures.
That said, DEI must go beyond optics. The goal is to embed equity in every step of hiring, without compromising on merit.
What this means for TA teams:
- Audit hiring funnels for bias
- Expand sourcing channels beyond traditional pools
- Hold interview panels accountable for inclusive evaluations
6. Soft Skills Became Core Competencies
Soft skills like communication, adaptability, and collaboration have moved from “nice to have” to “must-have.” In hybrid and distributed work environments, they’re essential for productivity and cohesion.
What this means for TA teams:
- Calibrate interviews to test for role-relevant soft skills
- Involve cross-functional stakeholders in hiring
- Provide feedback to help candidates improve post-interview
How TA Teams Can Keep Up
These trends didn’t fade with time — they’ve become foundational. But most TA teams still struggle to execute consistently, especially at scale. Recruiters are overwhelmed. Hiring managers are stretched. Systems aren’t built for this pace.
That’s where a high-performance ATS like RippleHire comes in.
We automate the grunt work, simplify collaboration, and deliver insights that help you hire better — not just faster. From referrals to onboarding, our platform is designed for enterprise hiring teams that want to move with speed and purpose.
But now let’s dive into the year 2025
2025 Update: How These Trends Have Evolved and What’s Next
While our original post captured the early signs of recruitment transformation, we’re now in 2025 and those predictions have matured into permanent shifts.
Here’s what’s changed and how RippleHire’s high-performance ATS is enabling TA teams to stay ahead:
Remote Work: From Option to Default
What began as a temporary setup is now the norm. Most enterprise roles today assume flexibility as standard. Recruiters must structure remote-first hiring journeys that deliver great candidate and hiring manager experiences — regardless of geography.
RippleHire supports fully remote, hybrid, and distributed hiring models with collaborative tools and role-specific workflows.
Talent Networks: No Longer Optional
Referrals, alumni portals, and internal talent pools are the new front doors to talent. Traditional sourcing is expensive and slow — networks are faster, cheaper, and more trusted.
RippleHire’s referral engine has become a primary sourcing channel for leading enterprises.
Freelancing and Contingent Hiring: Mainstreamed
Gig talent isn’t fringe anymore. Enterprises now design org structures with freelancers, contractors, and consultants in mind.
With RippleHire, recruiters can run structured workflows for contract, gig, and project-based roles alongside full-time hiring.
Skills-Based Hiring: Standard Operating Practice
Instead of hiring for pedigree, teams now hire for potential. Skills-based filtering, assessments, and interviews have become critical in high-volume and tech hiring.
RippleHire enables skills tagging, role-to-candidate matching, and outcome-based evaluations.
DEI: Embedded in the Stack
DEI isn’t a separate initiative. It’s a lens through which every hiring decision is made.
RippleHire supports inclusive hiring through diverse panel management, blind resume screening, and DEI analytics dashboards.
Soft Skills: Evaluated, Not Assumed
Adaptability, collaboration, communication — these aren’t buzzwords anymore. They’re evaluated through structured interviews, case assessments, and panel reviews.
RippleHire’s structured feedback tools help teams assess soft skills consistently and fairly.
What This Means for You in 2025
If your systems still reflect 2020 hiring models, you’re falling behind.
To stay competitive, TA teams need tools that:
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Automate low-value work
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Surface high-quality talent faster
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Create collaborative hiring journeys
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Drive measurable business outcomes
RippleHire’s high-performance ATS is built for this new era.
It’s not just about managing hiring. It’s about enabling it — at scale, with purpose.
[See what RippleHire can do for your enterprise team]
Frequently Asked Questions (FAQs)
What are the most important recruiting trends from 2022?
Remote work, skills-based hiring, increased focus on soft skills, DEI, talent networks, and freelance hiring were key recruiting trends that continue to shape talent strategies.
How has remote work changed recruiting?
Remote work requires virtual-friendly processes — including digital assessments, video interviews, and remote onboarding — to identify and engage talent effectively.
Why is skills-based hiring growing?
Skills-based hiring prioritizes a candidate’s ability to perform over their degree or work history. It helps companies find talent based on merit, especially in fast-changing industries.
Are referrals still relevant in 2025?
Yes. Referrals are more important than ever. With tools like RippleHire’s referral module, enterprises can scale referrals while improving quality of hire and retention.
How does an ATS help manage modern recruiting trends?
A high-performance ATS helps automate tasks, centralize collaboration, and surface insights that support data-driven hiring — essential for keeping pace with evolving TA demands.
