The time of year when businesses and corporations form new strategies and prepare for new challenges has returned once again. Recruiting and talent acquisition in the past couple of years have been quite a different experience. When the year began, we found ourselves in an upside-down recruitment market.
Recruitment policies have seen a fair amount of change. The trending hiring strategies in the pre-pandemic world now appear to be inefficient. To help you smoothly stride along with the evolved employment field, we have made thorough research of the market situation both before and after the pandemic to offer you a list of interesting recruitment trends for 2023.
Recruitment trends are general developments or changes that revolve around the talent recruiting field.
As the business world and the market continue to expand and evolve, the requirements and conditions for recruitment and acquisition also continuously adjust under the ever-changing environment and time.
The incorporation of modern technologies has improved recruitment methods. It is fair to say that technologies and innovations have become one of the top recruitment trends today, as recruiters are looking to optimize their work process via machine learning, artificial intelligence, and management software.
Acquiring the right talent and sophisticated employees for your organization is a crucial process in making growth for your business. It is undeniable that recruitment will always be an essential part of your organization.
To help you expand with an efficient workforce, let’s take a look at the updated list of recruitment trends in 2023.
Nowadays, applicants are becoming more selective when it comes to applying for their jobs. Recruiters must do their best in employer branding and candidate selection. The authority is now moving from employer to employee, as we are now heading towards a candidate-driven market, employers will see a smaller number of job applications in 2023. The Applicants now have plentiful choices with upper hands. The days of randomly applying for everything whether it meets the full standards of the candidate or not, in the expectation to get a job are over.
Candidates now recognize that recruiters are searching for the skills they own. This allows the applicants to be highly selective in their job search. Candidates will now wait for a job that they essentially desire, under a working environment that suits them, in a company that motivates them. With candidates’ changed behavior, employers need to establish offices with suitable and unique elements that promote an employee-friendly environment. The purpose of this trend is to attract talented and skillful candidates. By bringing perfection to your applicant experience and improving your employer brand will help you to attract the right candidates.
Inclusion is the attainment of an office atmosphere where all the staff members are treated equally, justly, and respectfully. To practice the inclusive culture in your organization, directors should be open-minded and offer opportunities for everyone to share their opinions, then take the best decisions for the business.
Diversity in a workplace is all about respecting and valuing the skills and differences of each staff member regardless of gender, color, age, ethnicity, physical ability, sexual orientation, and religious beliefs.
Diversity and inclusion at the workplace contribute to innovation, creativity, and improved productivity. Diversity-based policies in recruitment have been seen on the rise and will continue to dominate in 2023. Companies will lean towards A.I. technology to establish diverse workforces and eliminate partiality in the hiring process. This recruitment trend will certainly appear prevalent in 2023.
Currently, the hiring and recruiting process is mostly performed in person. However, the future of recruitment will certainly include some elements of remote working. Like other areas of business, the COVID-19 has also affected the recruiters and candidates. The pandemic situation of 2020 and 2021 has enforced the remote recruitment process. The effects of the pandemic gave birth to a remote working environment in companies.
Though we started returning to our workplaces at the end of 2021, it became obvious that remote recruitment processes are here to stay. The last two years made us realize that remote working can be an effective and time-saving method for screening applicants. Now, candidates are expecting remote recruitment and remote work. Figuring out ways to create a remote recruiting environment will not only help your brand to keep itself updated but also streamline your recruitment and allow you to better access a large pool of talented candidates. When hiring in bulk, in-person interviews appear very time-consuming. Remote recruitment is able to significantly cut down the use of resources and time.
The global emergence of COVID-19 incited an inevitable rise in virtual hiring. This led to several organizations launching their virtual hiring process for the first time. This trend started in 2021 but it will continue on a bigger scale in 2023 and 60% of the interviewers will start to consider video interviews as the default means of recruiting new candidates. The video interview method has many benefits in terms of applicants’ analysis. It allows you to record the interview and releases the pressure on the interviewer to take notes.
This method of recruitment is also beneficial to the candidates, as it cuts the traveling process out and allows candidates to take interviews wherever they are convenient. The most significant support that virtual interview provides is the fair comparison between the candidates. Recruiters are able to replay and compare candidates’ answers to specific questions. However, the major challenge that recruiters and interviewers may face in virtual recruitment is sustaining a proper human connection. When it comes to selecting a talented employee, integration and execution of the latest technologies are a big and important step, but establishing proper communication and connection is also crucial.
Artificial intelligence and automation technology have been a part of recruitment for some time. In 2021 we have seen some big innovations and changes in the hiring processes. Artificial Intelligence not only appeared as a cost-cutting tool, but it also streamlined the flow of recruitments in a socially distanced world. It has been seen that the businesses equipped with A.I. survived the severity of the market transformations. Research by the U.S. Department of Labor has shown that the hiring sector armed with automation technology resulted in 16% more operative hiring.
A pre-pandemic study H.R. Experts found that more than 80% of Human Resource firms considered A.I. as a useful tool for recruitment while one-third of the companies didn’t consider themselves able to adopt A.I. If used properly, artificial intelligence and automation can boost your overall employment process. It is able to save the interviewer’s time to study the candidates’ capabilities. Moreover, the integration of skill tests makes your talent procurement more precise and scientific.
2021 has shown a clear picture of skill shortage and talent famine in the market. A lot of companies and organizations were searching and competing for the same skillsets and workforce. That means the right candidates applying for jobs didn’t get connected with the right companies and both remained fruitless. This condition gave birth to a trend where companies started reaching passive candidates in the market instead of searching among the limited applicants seeking jobs. You will be surprised to know that passive candidates often make healthy hires. Instead of being distressed to quit their employer or facing joblessness, these candidates are enthralled by an organization and its employer brand, from its ethics and aims.
Creating a better job opportunity will entice the candidates and make them consider leaving their jobs for new learning experiences and challenges based on their standards. This recruitment trend will stay and rise even higher in 2023. Approaching the passive candidates broadens the talent pool and as an employer, you can’t afford to miss it. A rise in digital attraction plans will be seen in 2023 and organizations will reach passive candidates and promote their job ads to a broader market.
If you are planning your recruitment for 2023, aiming for a soft side is the way to go. Soft skills are as important as professional skills. Soft skills are the personal skills of a candidate that enable them to work efficiently in any situation. You should be looking for candidates who possess both hard as well as soft skills. The last two years presented several new challenges in the world of business. As an employer, the most important element you want in your employee is his/her positive response in a challenging situation. Certainly, your business will soon demand competent individuals who are able to think logically and have the capability to derive solutions to problems. Candidates with such soft skills are the future of the recruitment and hiring market.
The uncertainty in the commercial sector and businesses caused by the COVID-19 outbreak increased unemployment and exposed the employees to substandard work models. Several companies and organizations coped with the economic breakdown by minimizing their contingent employees. However, the trend is now shifting and the hiring of contract workers is now under the spotlight. In near future, industries will increase the use of contingent workers to sustain flexibility and variety in the workforce. Moreover, new job models that were under consideration during the pandemic are also going to become common.
Independence, flexibility, and the ability to offer support are now the basic demands for the candidates to fill the vacant jobs in any company. Also, establishing a candidate supporting office environment is a mandatory task if you wish to fill your workplace with competent staff. In 2023, companies need to detect the projects where they can utilize the services of contingent labor and speed up the recruitment process.
Your recruitment team selects the individuals that will reinforce your company. This means the ability and competency of your employees are interlinked with the recruiters. One of the most important common trends to look out for in 2023 is the upskilling of recruiters. Before starting the recruitment, efficient organizations would train their hiring teams and HR departments.
It is now necessary for businesses to elevate their recruiters’ skills and establish a more efficient and consistent recruitment process. In 2023, leadership and interview training of the hiring managers will be practiced commonly to develop a standard evaluation for candidates.
The increased unemployment and shifting business strategies over the past two years have reformed the role of recruiting teams. To carry out a smooth hiring process, the recruiters need to perform the recruitment on improved standards including adaptability, diversity, and inclusion. Moreover, businesses and organizations need to take initiatives for new HR policies and more time should be spent on developing new hiring skills among the interviewers and recruiters.
Building a flexible workforce for specific projects will become common practice for organizations in near future. ‘Flexible workforce’ means a group of multi-skilled workers who are able to perform a variety of different functions. By following this trend and establishing a flexible workforce, organizations can seamlessly carry out their businesses, as workers will be able to serve in other positions or places should one of them be absent. Organizations whose workers have multiple skills face lesser problems related to the unavailability of key employees. Some candidates take extensive training courses specifically for that purpose. A flexible workforce also refers to the size of the staff which keeps varying according to the volume and demand of business projects. In simple words, if the business sales volume increases, the staff will grow and vice versa.
Today, searching for your right talents via only one channel or a few is quite unproductive and not the answer anymore. As competitive as the current recruiting market is, recruiters must take another step and hunt down the potential candidates across all relevant areas through omnichannel.
By implementing the omnichannel into the recruitment process, recruiters will be able to reach candidates across multiple channels. With the ability to access candidates’ information across multiple platforms, recruiters will also be able to better assess each candidate.
Seeing candidates’ interests and career paths will help recruiters determine which applicants are the most suitable for the company. Efficient recruitment tools such as Manatal provide both data and social media integration for a comprehensive candidate overview.
2021 went away with a massive number of resignations on its taillights. Many people have left their jobs and changed their career paths during the pandemic. Consequently, a large number of job positions are still left open. Aside from putting efforts into acquiring new talents, employers must also focus on keeping their existing workforce. As those empty chairs in the workplace are unfilled, upskilling your employees to be capable enough to cover those empty chairs in the workplace is rather a cost-efficient and productive strategy.
What could be a better way to motivate your dedicated staff members than offering a clear and steady career path? At the same time, we suggest you establish in-house training programs to upskill your employees as well as offer earnings for certifications.
Assuring your workforce a chance to grow while gaining more knowledge and experience for new and exciting challenges will certainly keep your business on the smooth run under uncertain times.
This directly ties into the ‘internal mobility’ where organizations have the ability to shift their internal talents between different departments and job positions.
Retaining the existing workforce with the opportunity to grow and improve will help companies create internal mobility and relieve pressure off the TA teams while they are doing their best to scout the right talents.
In a world that is driven by social media, utilizing such online channels to find, attract, and acquire candidates is one of the efficient ways to reinforce your team. When it comes to searching for desired job positions, young people today are relying on their social media channels more and more.
To take the opportunity in the rise of social media popularity, recruiters can utilize current useful recruitment tools like Manatal to help broaden their recruitment scope and reach more potential talents with an ability to spread job advertisements across both free and premium channels globally including major job boards such as Indeed, Monster, Linkedin, Facebook, Google for Jobs, and more local and specialized job boards.
The pandemic has driven the hiring and recruitment to adapt and evolve. The recognition of ‘far-away’ candidates has now increased. According to a recent survey conducted on hiring trends, 1/5 of the organizations have started to hire 22% more non-local staff and among them, 5% are hiring more people from other regions and countries of the world.
Moreover, 17% began hiring people who will continue only remote work in the future. These changes are due to the pandemic which pointed out an opportunity for companies to reach talents they have not been able to find locally.
In only three years, the world has experienced countless changes. In order to further expand, Companies that are growing past the COVID-19 crisis must keep up with these vital recruitment trends of 2023. What next year will bring remains to be seen, but it is a safe bet to strengthen your businesses and prepare for future challenges through stronger recruiting strategies.
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