Nothing is certain. And anything can change in a flash. Many of us have learned these lessons the hard way in recent years. Forecasting almost seems like a fool’s game now. But during this time of year, I can’t help thinking about recruiting predictions. What trends will define hiring strategies and practices in 2023?
Trend 1: Power is Shifting
First, let’s put 2o22 into perspective. What a rollercoaster year! It started at the height of the Great Resignation, when people were leaving their jobs at record rates. The promise of greener pastures was a powerful motivator. But only months later, the tide turned as “boomerang employees” began reversing their decisions.
This boomerang phenomenon wasn’t just media hype. In fact, a global survey by HR tech provider UKG found that 43% of people who resigned during the pandemic later decided they were better off in their old job. And by last April, 20% had already returned to their previous position.
So, are employees still calling all the shots? Not so much — but they do still have some bargaining power. This leads me to another trend…
Trend 2: Flexibility Rules
The job market is coming to a crossroads. Unemployment rates remain low, but employee expectations remain high. Now, many people have become accustomed to remote work and more flexible work/life choices. So increasingly, employers are turning to amenities like free meals and hybrid work models, hoping to lure people back to the office. But these strategies have only been marginally successful.
Numerous studies underscore the problem. For example, in a recent survey of 80,000 global employees, Advanced Workplace Associates found that people generally don’t comply with hybrid work policies. Specifically, when organizations require 2, 2-3 or 3 days in the office each week, actual attendance averages only 1.1, 1.6 and 2.1 days, respectively.
No doubt, this kind of willful disregard concerns employers. But as long as consequences aren’t enforced, the behavior will likely continue.
Trend 3: Economic Weakness Clouds the Future
Continued inflation and the threat of a lengthy recession is causing employers to think twice about immediate business expansion plans. And none of this is helped by the war in Ukraine or ongoing friction in international relations.
What Do These Trends Mean for Recruitment?
Innovative business leaders will hire more strategically in 2023. Decisions will be driven by the need to (among other things) expand their products and services, or reposition their organization to compete more effectively when the economy improves.
Smart employers will train recruiting teams to spot the best candidates by using leading-edge hiring techniques. In the past, recruitment predictions emphasized technology and automation. Both of these trends are still important. But tools, alone, won’t be enough to give recruiters the advantage they need to identify, attract and secure top talent.
Going forward, successful talent acquisition will depend on recruiters with strong skills and competencies, as well as tools that help them work effectively.
Keeping these trends and business factors in mind, here are three recruiting predictions to consider as we head into another turbulent year in a highly competitive environment:
3 Key Recruiting Predictions for 2023
1. Recruiting Roles Will Become More Adaptive
Strong recruiters will recognize the need to be more flexible about how they contribute to business goals. They will rely more heavily on reskilling and upskilling to extend their capabilities, so they can demonstrate transferable skills that add value as staffing needs change. If hiring slows down, companies can tap into these added skills by involving recruiters more heavily in HR, research or sales activities.
Often, recruiters know their company inside and out. This in-depth knowledge helps them sell an employer to job candidates. Innovative companies will recognize the benefit of transitioning recruiters to other interim assignments if needed, rather than letting them go. This avoids the unwanted cost of having to recruit, onboard and train new recruitment staff when hiring picks up again in the future.
2. Unlikely Platforms Will Help Recruiters Find Top Talent
When thinking about sourcing and recruiting employees, most recruiters automatically think of LinkedIn. However, other less obvious options are also highly effective. These platforms attract targeted audiences that are often larger and more engaged.
For instance, Slack User Groups and Github are excellent channels, but recruiters typically don’t utilize them enough. Both are magnets for hyper-focused, passionate users who could be great candidates for specific roles.
Also, interview sites focused on unique skill sets are terrific sources for finding specialized candidates. One popular example is HackerRank.
3. Recruiting Careers Will Still Appeal to Young Workers
Despite an economic slowdown, the recruiting profession will remain hot. According to Gallup’s State of the Global Workplace report, low work engagement has already cost the global economy $7.8 trillion — and the situation isn’t changing. As unhappy employees continue to look for new opportunities, other organizations will need recruiters to tap into this talent pool.
This makes recruiting an attractive career option. And those seeking training or certification in recruiting have more options than ever, thanks to online learning platforms. Reputable professional education programs can train anyone to become a recruiter or sourcing professional in just a few weeks.
Plus, this role gives people the opportunity for continued growth and higher earnings potential. No wonder Glassdoor says corporate recruiting is the most satisfying job, especially among Gen Z workers.
For years, recruiters have been inundated with hiring demands, as companies in the technology industry and other sectors boomed with work opportunities. Now some hiring organizations are starting to hit speed bumps.
Company culture and employee expectations have changed dramatically in response to the pandemic. Everyone is still trying to figure out the new normal, even as the world continues to change.
Once organizations regain their bearings, hiring will likely to bounce back. Until then, resourceful, well-trained recruiters will recognize the need to remain flexible and package themselves as valuable business assets.