The world is a bunch of geese playing football.
As a recruiter, will you let the ball roll or will you chase it?
The market can easily be compared to an orchestra with new notes coming out every year, and recruiters must keep dancing to their beat to avoid being kicked out by the competition.
The best way to do this is to stay on top of the latest recruiting trends.
(Or maybe even future ones!)
But how?
Don’t worry!
We’ve already done all the research for you.
Read on to find out what the hiring industry will look like in 2023.
Let’s discover the face of recruitment in 2023-.
Recruiters will have to keep up with the times to catch the Moonlighters
The recent Great Resignation Period has allowed many employees to tiptoe into the world of black work, which has effectively taken the entire recruitment industry by storm.
When the popularity of remote work culture lowered employee engagement and impacted their usual pay structure, it only fueled candidates to pursue other job opportunities.
Even though the economy is still struggling, a recession is expected, and there are massive layoffs, undeclared work does not seem likely to fade into the background any time soon.
There could be more undeclared workers than ever before in 2023.
Until…
Recruiters prepare and take action to redesign their companies’ work culture and employee management strategies.
Here are three quick tips to consider :
- Data shows that 86% of undeclared work occurs because of employee dissatisfaction with their working conditions. Strengthening HR policies to ensure that every employee feels satisfied working with the company can increase retention.
- Work recognition, performance evaluations, promotions, and incentives have always been the cornerstone of effective employee management.
But as the competition for talent intensifies, recruiters must understand the importance of employee loyalty and take steps to further foster it. - Giving your employees new challenges can encourage them to seek out new learning opportunities and keep them motivated to work.
Job rotation can help them create new bonds and improve their productivity and commitment to the company, ultimately reducing their desire to work illegally.
Uberization of the workforce
Gone are the days when candidates buttoned up their shirts to the neck just to go to work in companies.
Now is the era of freelancers or the gig economy, which is spreading like wildfire in the market.
Companies are increasingly breaking free from traditional practices and starting to take advantage of what the Uberized workforce has to offer.
This phenomenon will undoubtedly continue to grow in 2023.
Sources claim that by 2023, multinational companies will have 30% of their workforce made up of on-demand workers .
If managed properly, this workforce will be a win-win situation for both the workers and the company.
And this is where the role of recruiters comes in: timely hiring, effective analysis and management of freelancers.
Embracing the gig economy will transform contingent workforce sourcing, and recruiters must always be ready to align their hiring practices to meet their clients’ changing needs, perhaps every other week.
(That’s an exaggeration, but you get the idea!)
An influx of new job titles
The rise of technology has impacted many industries, especially those that are highly dependent on manual labor, such as wholesale and retail industries.
But at the same time, many new job titles related to AI, Big Data, and Blockchain have risen.
IT experts at Cognizant have predicted new roles like AI-assisted healthcare technician, Cybercity analyst, Data Detective, etc. will be in high demand by the end of 2023.
Many recruiters have already started building their talent pools for these yet-to-be-released roles.
So if you’re not in the queue yet, now you know where to start!
IQ and EQ are important, but LQ will become the center of attention.
In 2017, Jennifer Carpenter prioritized a candidate’s learning quotient when screening candidates.
Since then, the concept has become a buzzword.
A candidate’s ability to quickly grasp, adapt to, and leverage new information will be the most sought-after skill in 2023.
Understanding the ever-changing market needs, learning new skills and applying them in the workplace will be one of the key factors in the recruiter’s candidate selection checklist.
Furthermore, beyond the curriculum, importance will be given to creative and critical thinking.
Complete algorithm-assisted recruitment process
AI has never been more present in the recruitment industry than it is now.
However, it is still growing and needs improvement. From 19% in 2019 to 30% in 2022 The use of AI and automation will only increase in the coming years. We have reached a stage where AI handles the majority of tasks in almost all stages of hiring, from screening to onboarding.
Recruiters can write job ads, click a button, and let AI do the rest.
They don’t even have to read all the resumes.
Instead, algorithm-assisted recruiting lets them find the best candidates, follow them up, and engage with them.
Screening, Reference Checks , Interview Scheduling, Follow Up and much more – AI has taken a huge weight off the recruiter’s shoulders, allowing them to focus on more critical aspects of recruiting.
The Metaverse will be making inroads into recruitment in more ways than you imagined
Many companies have begun to adopt the metaverse, where they can interact with their employees and other networks through avatars in private and public environments.
The recruiting industry is still catching up.
One such example is the Metaverse Job Fair hosted by Hirect . Organizing job fairs where recruiters and all attendees are avatars, displaying job ads in game setups, attending exhibitions in the digital workspace without a physical presence, etc. are all made possible by metaverse technology.
Soon, candidates will be able to upload their CVs to a blockchain, where their credentials will be discovered through verified references.
Interviews will take place in the metaverse with advanced interactive elements.
But first of all, the main question is: are companies and recruiters ready to embrace this technology?
Since the metaverse was developed in the tech sphere, the tech industry will likely be the first to adopt it.
(Tech recruiters! This is coming your way soon. Better fasten your seatbelts.)
EVP will die in much bolder forms
Today, “Our employees are our greatest asset” is the quote that goes around in every industry as an appreciation for employees.
But in 2023, simply quoting this phrase will not work.
Recruiters need to develop bolder strategies to strengthen EVP and improve their work culture so their employees can feel truly valued.
They will need to become more personal in their interactions to stand out from the competition.
Apart from monetary gains, better work culture, growth opportunities and other employee benefits will ensure that your employee is satisfied and will work with you for a long time .
Recruiters need to make employees feel appreciated and not just cogs who show up every day to collect their paycheck at the end of the month.
We could be witnessing the launch of a “new” LinkedIn
LinkedIn is undoubtedly the most important social networking platform for any professional, and it continues to grow.
There is a chance that it will continue to dominate the market until it becomes so big that it misses a beat.
That’s when the “new” LinkedIn will come in.
(Maybe the new software or the updated version of the existing LinkedIn, it’s hard to say at this point.)
However, if LinkedIn wants to maintain its top position in the online market, it will have to raise the bar.
The introduction and optimization of features such as crowd verification, endorsement verification, etc. will be useful for users.
But if it’s not LinkedIn, the competitor will have to develop something different as a USP, possibly around users and their likely behavioral preferences (maybe a little psychometrics or NLP?).
Whatever it is, recruiters will only benefit if they keep their eyes open for market trends and jump on anything that helps their business grow.
Remote Work Will Continue to Dominate Recruiting Trends
This pointer should not be surprising at all.
Remote recruitment will be there next year too.
In fact, according to Upwork, 22% of the US workforce will be fully remote by 2025.
Most candidates today prefer to work remotely or in a hybrid work model full-time.
Thanks to the Covid-19 pandemic!
While remote hiring has helped recruiters expand their sourcing horizons and hire a global workforce, in 2023 they will need to take concrete steps to mitigate safety and productivity concerns to achieve better hiring outcomes than they did this year.
(Re)evaluation of Big Data will be the focal point
In the past, the Big Data trend has focused on producing and obtaining data, but in 2023 the emphasis will be on evaluating it.
Recruiters will increasingly rely on gathering feedback from their candidates to develop better hiring strategies for subsequent recruiting cycles.
They will start using the predictive nature of technology to block feedback loops from clients and candidates.
They will look for “What does the data say?” rather than simply accumulating tons of data.
Artificial intelligence tools that can analyze candidates’ career potential will most likely be a trend next year.
Employee Advocacy to Be the Key Employer Branding Strategy for Recruitment in 2023
Employee advocacy is not a new term, but it will be a mainstream concept in 2023. Companies have begun to recognize the power of their employees and will not hold back from utilizing this untapped network. From providing great references to fill a talent pipeline to posting testimonials on social media, employees can positively contribute to an employer brand when used appropriately.
Recruiters need to provide candidates with a platform to express their opinions and suggestions.
But remember that these suggestions need to be prioritized to improve employee loyalty.
The more employees feel heard, the more authentic and trusted advocates they will be.
Textual resumes will become less and less important
Gone are the days when printed resumes piled up on a recruiter’s desk.
Nowadays, candidates can submit their applications online through various channels.
This shift from paper to digital resumes has made it easier for candidates to apply to more jobs and for recruiters to sift through them quickly. recruiters to sift through them quickly . But what else could be in store for us? Better resume formats . Studies show that images are processed 60,000 times faster than text —a clear indication of why video resumes will be trending in the coming year.
But this trend also brings with it a problem: unconscious bias.
There is a high probability that candidates are evaluated not only based on their skills, but also on their appearance, skin color, gender, etc.
With Diversity and Inclusion being the hottest topic of 2022, will video resumes be a boon or a bane?
Time will tell.
Get ready for 2023
“The recruiting industry will evolve dramatically over the next few decades – that’s probably an understatement, as what we recruiters expect to experience in 2030 is already here in 2022.”
We, or no one, can build a golden checklist to ensure that everything will be sorted out if you prepare according to these 12 recruiting trends in 2023 (or any other recruiter predictions).
These are just the catalysts to get her into action!
It must constantly study the market and adapt its hiring practices to its changing needs, to stay on top of its competitors.
We hope this article has given you the boost you need to build better recruiting strategies for 2023.
Don’t keep it to yourself.
Share it with your team members and let’s rock together.
