Recruitment Trends for 2020

Hiring Trends in 2023 : Stay Ahead of the Game

Kelly Barcelos on January 12, 2023 in Applicant Tracking System

As we move forward into the new year, it’s important to stay informed about the latest hiring trends. In 2023, the job market will continue to be shaped by the ongoing effects of the COVID-19 pandemic, as well as the rapid pace of technological change. In order to stay ahead of the game, businesses must understand the recent trends in recruitment that is likely to emerge in the coming year.

In this blog post, we’ll take a look at the most important recruiting trends to keep an eye on, and provide some tips on how you can adapt your hiring strategy to stay competitive in the job market. So, whether you’re a hiring manager, a job seeker, or just curious about what the future holds, read on to learn more about the hiring trends that are likely to shape the job market in 2023.

What Are the Latest Recruiting Trends for 2023?

  1. Remote Working and Working from Home

    The trend of the hybrid work model, which has been heavily accelerated by the COVID-19 pandemic, is here to stay. Even as the world begins to recover, many workers still want the option of telecommuting for at least part of the week. Despite this, employers still struggle with how to maintain employee productivity and engagement. As such, 2023 will likely be the year where companies and recruiters search for solutions to these challenges.

    The need for cost-saving and safety will continue to drive the trend of remote work. This means that companies will need to find ways to foster employee connection and satisfaction, while also finding efficient methods for recruiting and onboarding remotely. As the year progresses, new challenges will likely arise in this realm and HR professionals will need to continue to adapt and learn.

  2. Proactive Recruitment

    In 2023, the recruitment process will be characterized by a more targeted and intentional approach. Instead of waiting for job openings to appear, recruiters and employers will actively seek out candidates who possess the skills and qualifications required for specific positions. By building relationships, creating talent pools, and staying ahead of recruitment trends, these proactive recruiters will be well-positioned to quickly fill open positions, before their competitors can.

    This approach will require continuous effort to understand the skills that are in demand, maintain strong relationships with potential candidates and be ready for opportunities as soon as they arise. To stay ahead in the game of recruitment, it is important for companies to have a proactive and strategic mindset and to always be seeking out potential employees even before job openings appear.

  3. Social Media Recruiting

    Social media has become an essential tool for recruiters as it allows them to tap into a huge pool of potential candidates. With an estimated 3.6 billion monthly users, social media has become the go-to place for most people, and using these platforms as a recruitment tool will become increasingly prevalent.

    With the increased mobile usage and the ease of on-the-go interactions that social media offers, recruiters will use popular platforms such as Facebook, Twitter, LinkedIn, Instagram, and others to find and communicate with potential candidates. Many social media platforms such as Facebook now have job searching and applying features, making it even more accessible for job seekers and recruiters alike.

    Read the related article Social Media Recruiting

  4. Employee Benefit Programs

    To stay ahead in the talent acquisition game, companies must provide valuable benefits that support their employees’ physical, emotional, and financial well-being. Health and retirement benefits, along with financial and mental health counselling services, can greatly benefit employees. Implementing employee rewards and recognition programs, as well as providing robust learning and development opportunities, can also help keep employees engaged with the company. It’s also important to conduct regular surveys to gather feedback and determine which benefits are most valued by employees.

    As per the latest research report, “2022 Pulse of HR”, it can be noted that organizations have increased the benefits they are offering by an average of 22% compared to the pre-pandemic period. This indicates a shift in the way companies are approaching the well-being of their employees, providing a valuable incentive for top talent to join and stay with the organization. Offering a comprehensive benefits package can give a company a competitive edge in attracting and retaining top talent.

  5. Candidate Experience

    In 2023, job seekers will have more control as the demand for talent exceeds the supply. Talented individuals know they have multiple options and will not hesitate to say no if their expectations are not met. A poor candidate experience can lead to repercussions, with 49% of jobseekers rejecting a job offer due to a bad experience.

    Additionally, candidates are often also customers, meaning a poor experience can lead to lost business. Organizations will focus on enhancing the entire candidate experience, including providing access to information that allows jobseekers to make an informed decision about their personal fit with the role and the organization. This includes creating transparency on flexible work arrangements, culture, career development, benefits, and the organization’s commitments.

  6. Diversity, Equity, and Inclusion

    Diversity in hiring continues to be a significant hiring trend in 2023. As job seekers are paying more attention to an employer’s level of diversity and inclusivity when considering job opportunities, it’s important for employers to have strategies and practices in place that prioritize these values. Research suggests that 75% of job seekers consider diversity an important factor, and 39% of candidates have rejected a role or did not proceed with a job application due to a perceived lack of inclusivity within the organization.

    Additionally, the World Bank estimates that gender equality in the workplace can boost the global economy by up to £120 trillion, and diversifying the workforce can lead to a 33% increase in profitability. Employers will need to ensure their recruitment strategies, sourcing channels, and hiring practices are inclusive, unbiased and prioritize diversity, equity, and inclusion to attract top talent while also reaping other benefits like improved employee engagement, productivity, and retention.

    Read the related article What Is Diversity and Inclusion in Workplace?

  7. Project-Based Hiring

    As of 2023, the use of contract and freelance work has seen an increase in popularity as more people desire flexibility, autonomy, and a better work-life balance. Additionally, employers are utilizing contractors and freelancers more often to bridge skill gaps, with many companies shifting to a hybrid model of both full-time and freelance workers. This move is supported by industry research, which shows that using contingent talent can effectively address talent shortages.

  8. Data-driven Recruiting

    One recent trend in the field of human resources is the use of technology, such as applicant tracking systems (ATS) and recruitment marketing platforms, to gather data that inform planning and decision-making. This approach allows for the identification of areas of strength and areas for improvement in the hiring process.

  9. Streamlined Interview Processes

    According to research, a significant proportion of Gen Z job seekers (75%) have reported leaving a promising job application due to poor hiring practices. In order to effectively attract top talent, it is essential for employers to prioritize a clear and streamlined interview process, as well as maintain effective communication throughout every stage of the hiring process.

  10. Gamification in the Workplace

    The absence of physical office interactions can lead to feelings of isolation and disengagement among employees. To combat this, organizations are increasingly focused on finding ways to promote employee satisfaction and engagement. One effective strategy for achieving this is through the use of gamification, which has been shown to increase productivity among 90% of hires.

  11. Gen-Z in the Workplace

    As the youngest generation enters the workforce, it is important for organizations to consider their unique characteristics and needs. Generation Z, comprising individuals born between 1997 and 2012, is beginning to make up a significant portion of the job market, with an estimated 60 million members set to enter the U.S. job market in the near future. As they take on internships and entry-level positions, it is important for companies to proactively invest in the development and engagement of this demographic.

What Is the Importance of Technology Trends in Recruiting?

The HR and recruitment processes can change significantly with the correct use of technology. An effective HR and recruitment process is the consequence of the simplification and automation of more operations. Human resources have changed and will continue to change as a result of technology.

Final Thoughts

It is clear that 2023 will bring many changes to the hiring landscape. Companies will become more creative in their recruitment methods and technology, while also emphasizing diversity and inclusion. Organizations that stay ahead of the game by embracing these hiring trends early on will have competitive advantages in talent acquisition. As organizations move into the future, they must ensure they are building a diverse workforce with different types of employees who have the skills and experience needed to succeed in a rapidly changing world.

As hiring gets more complicated, it is essential that you use an Applicant Tracking System that helps your hire better, and faster. With Jobsoid, you will be able to do just that – hire better and faster. We help make your hiring hassle-free. So, why get, start the new year right, get a FREE Trial today!

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.