Between more automated recruitment and the growing importance of an HR marketing strategy, the trends for 2023 seem more like an evolution of HR practices than a revolution in hiring. Should we be reassured? As it is certain that behaviors are evolving according to how we perceive work today.
So, what are the strong trends for 2023 to improve the recruitment process and attract the best talents?
1 – Improving the Employer Brand - A staple of HR marketing for several years now, but a sure value.
A recent Glassdoor survey revealed that 92% of employees would consider a new opportunity at the same salary—if the new company had a good reputation!
As mentioned above, behaviors have changed over the past 10 years, especially what candidates wanted. Therefore, it's beneficial for employers to share more about their brand and culture, diversity, inclusion, well-being, skill development, and flexible work options. This can be done through social media, LinkedIn, job listings, advertisements, etc.
Ultimately, when HR leaders help the company create a dynamic, open, and supportive work environment, the employer brand will naturally reflect on review sites like Glassdoor and Indeed.
Practical Tips:
Conduct an audit of all company social media to better understand factors impacting your employer brand.
Invest in HR marketing: recruitment videos, social media content, and employee referral programs.
Review employee benefits and add new creative benefits if necessary.
2 – Quality-focused Recruitment
It's natural for companies to push to hire great talents to boost company growth, especially during times when the market is unstable. That's also when the focus on quality candidates tends to intensify as recruitment budgets decrease.
In this regard, companies will lean towards a skills-based hiring approach to minimize the risks associated with a failed recruitment. Instead of hiring specialists and pigeonholing them into a specific domain, candidate selection will prioritize competent generalists who can take on more diverse and broad responsibilities.
This is where proof of competence will become synonymous with recruiting high-level talents. Skills assessments can help recruitment teams highlight the best potential candidates.
Practical Tips:
Avoid inflated job descriptions: focus more on key technical and soft skills.
Create a skills-based candidate preselection process to filter the best candidates.
Measure the quality of new hires through agreed follow-ups and effective integration paths.
3 – Talent Acquisition - Create quality talent pools.
About 94% of recruiters say that recruitment technology has positively impacted their hiring process, helping manage and grow their pool of qualified candidates. Hence, a comprehensive HRIS with a dedicated recruitment module is recommended. With a role beyond just candidate searching, recruiters will need to adopt a certain level of automation.
This is where a strategic approach to building talent pools is effective. Instead of treating each new role as a new project, recruiters might group potential candidates into well-defined talent pools: by skills, seniority, or location. This way, they can speed up the hiring time for newly opened positions.
Practical Tips:
Ensure your recruitment software supports talent pooling.
Proactively contact candidates in your database before publicly opening new job offers.
4 – Use HR Automation and AI to Improve the Recruitment Process
Recruitment technology helps simplify the recruitment process and automate repetitive tasks, such as candidate selection, preselection, and the initial interview process.
Another way technology improves recruitment is through the use of artificial intelligence (AI). AI technology is already used in candidate searching, CV selection, and scheduling, for instance. It also helps minimize biases in the hiring process.
Asynchronous video interviews are also a great example of using technology to modernize and speed up the hiring process.
While it's not an entirely new trend, artificial intelligence in recruitment will continue to reshape daily hiring workflows.
Practical Tips:
Assess the most time-consuming tasks – can you automate them?
Review your list of tasks that can be accomplished with the help of AI (automated responses, reference checking, CV selection, etc.).
5 – Data-driven Recruitment for Better Hiring Decisions
By using data-driven recruitment processes, like online skill assessments, you can streamline talent searching and make more precise and objective hiring decisions.
Have you heard of predictive analytics? It's a useful tool for predicting a company's future staffing needs and thus preparing for any major recruitment changes. From improving the quality of hires to moving towards more proactive recruitment, it promises a range of benefits for HR teams.
Practical Tips:
Define the indicators you want to track and identify data sources.
Build a dashboard to track your progress.
Set objective filtering criteria.
6 – Develop a Diversity, Equity, and Inclusion Strategy
It's widely accepted by many companies that fostering a diverse workforce leads to more innovation. Personal biases can easily creep into the hiring equation. One way to reduce this likelihood is to use modern hiring software that removes discriminating features of individuals, such as age, gender, background, etc. This helps in creating positive recruitment statistics and constituting a diverse workforce.
7 – Remote Work Model: Hybrid or Remote-Adapted
No more need to elaborate on the subject, hybrid work is favored by over 50% of candidates. To stay competitive in the talent marketplace, companies will need to adapt.
Practical Tips:
Rethink your onboarding process to integrate and retain remote teams.
Build a digital work culture to ensure smooth communication and collaboration.
In conclusion, while it may not be a revolution, there is a clear evolution in HR practices in 2023. It's up to HR leaders to master these new techniques and tools to stand out in a crowded talent marketplace and hire the best candidates.
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