Recruiting Predictions and Trends That Will Define 2023

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.

Final Thoughts

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.

#WorkTrends Recap: Recruiting Trends and 2017 Predictions

The world of recruiting and talent acquisition has evolved over the past few decades… and changes are predicted to continue well into the near future.

The HR Technology space is teeming with options and competition with new companies coming onto the scene every day. Many will see a bright future, but others will barely see the light of day.

This week, special guest host Tim McDonald hosted Talent Board co-founder and chairwoman Elaine Orler to discuss recruiting trends and predictions for the next year.

Tim and Elaine discussed what trended this year and where they think the industry can and will go.

Here are a few key points that Elaine shared:

  • Businesses need to define what they want versus what they need before they shop for HR tech platforms
  • Social media is now moving more to interactions and awareness of where people are
  • Recruiting technologies fail because of the inability of the business to be prepared for new solutions

Did you miss the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here:

You can also check out the highlights of the conversation from our Storify here:

Didn’t make it to this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the podcast and chat with us every Wednesday from 1-2pm ET (10-11am PT). Next week, on Nov 16, I will be joined by William Keiper, CEO of FirstGlobal Partners LLC and best selling author, to discuss the new epidemic hitting the workplace, cyber slacking.

Remember, the TalentCulture #WorkTrends conversation continues every day across several social media channels. Stay up-to-date by following our #WorkTrends Twitter stream; pop into our LinkedIn group to interact with other members; or check out our Google+ community. Engage with us any time on our social networks, or stay current with trending World of Work topics on our website or through our weekly email newsletter.

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#WorkTrends Preview: Recruiting Trends and 2017 Predictions

The world of recruiting and talent acquisition has evolved over the past few decades… and changes are predicted to continue well into the near future.

The HR Technology space is teeming with options and competition with new companies coming onto the scene every day. Many will see a bright future, but others will barely see the light of day.

Join guest host Tim McDonald and special guest Elaine Orler, the Chairperson and Co-founder of Talent Board on Wednesday, November 9 at 1pm ET as they discuss the current state of recruiting and explore the possibilities of the future recruiting technology landscape.

Recruiting Trends and 2017 Predictions

#WorkTrends Logo Design

Join Tim McDonald and Elaine Orler on our LIVE online podcast Wednesday, Nov 9 — 1 pm ET / 10 am PT.

Immediately following the podcast, the team invites the TalentCulture community over to the #WorkTrends Twitter stream to continue the discussion. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions:

Q1: What is the most impactful HR tech you’ve seen in 2016? #WorkTrends (Tweet this question)

Q2: What recruiting and TA tech will be game-changers in 2017? #WorkTrends (Tweet this question)

Q3: What resources can help educate us on recruiting technologies? #WorkTrends (Tweet this question)

Join Our Social Community & Stay Up-to-Date!


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Finding the Qualified and Passionate Candidate

Passion will never quit being a buzzword. Candidates often like to refer to themselves as passionate and employers often ask for the “passionate go-getter” in job postings. Passion will be important in just every field if candidates want to be happy at work and employers want to have the most productive employees possible.  But is passion developed on the job or is it something that you can interview for? At my company, we’re interviewing experts, many of whom consider themselves a passionate candidate. We’ve conducted hundreds of interviews and enabled thousands. Here’s how to interview for passion.

The Value of Caring

Pride in one’s job can help employees work through the more difficult times. Passion motivates one to push past a problem with energetic determination. Where others may quit to go find something else, passionate employees will stick around and do the work that needs to get done. Often times, this is developed over time in one’s career path.  The key is to finding the passionate candidate in your search.

As Daniel Barber (@gaijindan), Director of Sales Development and Operations at ToutApp explains, this attitude is essential in determining success.

“Why passion? You can determine a candidate’s desire to succeed in thirty minutes or less. Simply, you’re looking for those who care versus those who do not . . . Finding people who possess hyper-performance attributes will lead to long-term value creation.”

As technical skill is important in many industries (as someone who works with video interview technology, I understand this better than most), passion is proving just as important, and employers are catching on. In a recent survey, 31% of employers reported that being passionate about work and the business’ values is important to their hiring process. If you’re not looking for passion in your hires, now might be a good time to start.

Identify a Passionate Candidate In An Interview

How do you find passionate employees? Create an honest dialogue with your candidate about what it’s like to work at your company. While your transparency won’t resonate with every candidate, it will attract the right ones. Don’t just talk about the job though! Talking about outside interests can reveal someone’s work ethic, enthusiasm, and energy.  A key attribute of passionate employees is they often exhibit passion in other areas as well. These are the candidates who can tell you excitedly about their judo contests, nature hikes, and more.  Listen intently because you may discover you’re interviewing a passionate candidate.

Whether you interview via video, at a coffee shop, or through the telephone, look or listen for cues that the person is truly interested in what you do. In industries that are less than glamorous, this can be tricky. Instead, convey your values and see if you can find alignment there. Outside of Hank Hill, nobody grows up saying they want to be a propane salesman.  But the successful candidate may be someone with passion for helping others, closing the deal, and getting out in the field.

Building a Culture of Passion

“Culture” is another buzzword in recruiting, and fortunately, culture is only a stone’s throw away from passion. Culture is creating an environment in which employees thrive, feel comfortable with one another, and produce great, innovative work on a regular basis. Culture can be so important to the workplace, in fact, that 43% of hiring managers ranked culture fit as the most important factor in their hiring decisions.

A good culture follows passionate employees, and in interviewing for passion, you’ll build a better culture. Let’s take an emerging market, for example. In Vietnam, information technology is a burgeoning market and companies there are looking for passion. Four-fifths of Vietnamese IT employees work in their field not because it makes them more money, but because they love working with computers.  They gain an introduction to the medium as early as the second grade and maintain a life long passion for computers.

Hiring for passion, though it may be an eye-rolling buzzword for some, is important to building more productive workers, can lead to better cultures and building up industries, and with video interviewing finding it in your potential hires is easier than ever.


5 Key Recruitment Trends For 2015

Widening gaps between demand and supply of skilled workers mean that recruitment will see a more competitive hiring and spending environment in 2015. In the coming year, 69% of recruiters expect to see competition increase. In the face of more challenging recruitment, what trends do recruiters need to keep up with to ensure successful sourcing and hiring in 2015? Here are the five key trends that you need to know about.

Increased Focus on Quality of Hire

It’s no secret that hiring the best people is the way to boost organizational success, and 2015 will see the quality of candidates becoming an increasingly important factor. Global recruiting leaders have cited quality of hire as a top priority, and as the most valuable metric for measuring a recruiting team’s performance. Four years ago, referrals were the best channel for sourcing quality hires. Today, job boards and social professional networks are preferred.

Increased Emphasis On Using Social Networks

Social recruiting has been big in 2014 and it’s set to be even bigger in 2015. With this in mind, 73% of recruiters plan to invest more in social recruiting. But currently 33% of recruiters don’t spend anything at all on social recruiting, so there are still big changes that need to be made in this area. LinkedIn remains the clear champion social site for hires with 79% of recruiters having found a hire through the site. While 94% of recruiters are using LinkedIn, next in line is Facebook, used by only 66% of recruiters. Social is now one of the most ripe platforms for finding top candidates, with both quality and quantity of candidates proven to improve when a social recruiting strategy is put in place.

Closing the Gap Between Active and Passive Candidates

2015 is going to see a big shift toward closing the gap that exists between active and passive candidates. Active candidates (those currently seeking employment) have been the main focus of recruiters for some time, but passive candidates (those who are not looking but are open to speaking to a recruiter) are a key talent pool that is not to be missed. In fact, 75% of professionals would categorize themselves as “passive,” yet this potential is greatly untapped, with only 61% of companies recruiting passive candidates. A recent poll has revealed that on LinkedIn, at least 63% of members are not actively looking but would still be interested in new job leads. 2015 is certainly the time for companies to capitalize on the passive talent pool.

Embracing the Concept of Talent Branding

Talent branding is the social, public version of your company brand that seeks to promote your company as being a great place to work so as to attract new talent. Companies are increasingly noticing the impact that a good brand and company culture has on their hiring process. Research from LinkedIn has found that costs per hire can be reduced by 50% and turnover rates lowered by 28% when a company has a strong talent brand in place. On top of this, three-quarters of talent acquisition leaders have said that talent brand significantly increases their ability to hire good talent. To give themselves as edge against other employers, 73% of organizations plan to highlight company culture in the coming year. There is no doubt about it, the line between recruiting and marketing is blurring, as recruiters are finding that marketing a strong talent brand helps them to attract better candidates.

Using Mobile Recruiting

This key trend is one of the least tapped into by recruiters so far. There’s a growing disparity between the 43% of job seekers who use a mobile device for their job searches and the 59% of recruiters who don’t invest in mobile career sites at all. Not to mention the fact that the number of candidates searching and applying for jobs on mobile devices is on the rise. Companies and recruiters need to increase their mobile recruiting behaviors to match candidate demand. 2015 is the time to make recruitment websites mobile-friendly and to mobile-optimize job postings. The easier it is for candidates to search and apply, the more applicants companies will be able to screen.

2015 is going to be a competitive year for recruiters who are facing skills shortages but high demand for quality hires from companies. Tapping into these five key recruitment trends will guarantee that companies and recruiters can keep up with the competition; there’s no option for lagging behind next year.

About the Author: Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, construction and medical sectors. He runs the Jobs4Group, and is CEO of Jobs4Medical.

photo credit: The Daring Librarian via photopin cc

#TChat Recap: Passive Recruiting With Conversation-Based Content

Passive Recruiting With Conversation-Based Content

The world of recruiting has embraced many new shapes and forms over the years. Now, it’s dedicated by whatever the industry throws at it, which is not entirely a bad thing. Recruiting is more creative and innovative than it has ever been. We’ve learned that social recruiting is not a trend, it’s a recruiting strategy. We’ve also learned that passive candidates require passive recruiting. If you’re a new entrant to the workforce then you may not have come across it yet, but if you’ve been around long enough then you know it’s when recruiters offer you a brief glimpse of a what a new career elsewhere looks like. The trick is providing passive candidates with the kind of content and dialogue that sticks out to them, but also takes the conversation to the next step. Using conservation-based content to jump start the conversation with passive candidates works. According to #TChat’s guest this week: Bryan Chaney, a Global Talent Sourcing and Attraction Strategist and Sourcing Executive at IBM, conversation-based content increases candidate response rates by 54%.

Bryan knows that engaging passive candidates requires:

Getting passive candidates to pick up your call or seriously consider a job offer is tricky. Recruiters need to be real with candidates, and put the attention on what their needs are versus shouting out job offers because it’s part of their job responsibilities. Recruiters need to focus on:

Ultimately, conversation-based content is about initiating a conversation with real people through a real conversation. The great thing about new recruiting techniques is how they spring to life. Creative thinking and technology is usually the guilty party. Recruiters can initiate conversation-based content by understanding that:

The toughest part about this is figuring out how not to let recruiting efforts go in vain. Measuring success is vital to any strategy, and even more vital to recruiting success. Sure, some candidates show obvious enthusiasm and others show little until they receive their job offer. Either way, recruiters need to understand what’s working and what isn’t for them to find success on a consistent level. Recruiters should consider this:

This week’s #TChat discussion on Passive Recruiting With Conversation-Based Content was a simple reminder that recruiting candidates takes skill, and diligence to understand what certain candidates want, and in this case, what passive candidates want out of their careers. So we need to ask the right questions with passive candidates. Their attention and needs are different. We have to remember, if we want them to hear us back then we have to first listen to them. 

Want To See The #TChat Replay?


Closing Notes & What’s Ahead

Thanks again to our guest: Bryan Chaney, a Global Talent Sourcing and Attraction Strategist and Sourcing Executive at IBM. Click here to see the preview and related reading.

#TChat Events: Passive Recruiting With Conversation-Based Content

TChatRadio_logo_020813 #TChat Radio — Are you plugged in to #TChat radio? Did you know you can listen live to ANY of our shows ANY time?

Now you know. Click the box to head on over to our channel or listen to Passive Recruiting With Conversation-Based Content.

Note To Bloggers: Did this week’s events prompt you to write about trends on the engagement experience?

We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it! If you recap #TChat make sure to let us know so we can find you!

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Save The Date: Wednesday, August 13th!

Join us next week, as we talk about The Talent Science of Cultural Change during #TChat Events.

The TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our new Google+ community. So join us anytime on your favorite social channels!


Why Recruiters Should Bet on Technology

Hiring the best talent for your company’s open positions should never feel like a gamble. Yet all too often, recruiters feel like they’re just rolling the dice, hoping to discover the ideal candidate.

Fortunately, the hiring process no longer has to feel like a game of chance, thanks to a wealth of smart new technologies, from social media sourcing to video interviewing. It’s always a good move to leverage innovative tools that can help make recruitment faster and easier.

The infographic below (compiled by Spark Hire, an online video resume and interviewing platform), shows that more employers are taking their chances with HR technology. It also suggests some compelling reasons why. For example:

 94% of recruiters plan to use social media in their recruitment efforts
  More than 6 in 10 employers now use video interviews in their hiring process
  Big data is expected to generate 4.4 million jobs by 2015
  Companies will spend more than $2 billion on gamification services by 2015
  70% of active job seekers are using mobile devices to look for jobs

New HR technology can help remove the guesswork from the hunt for top talent. Mobile recruiting can make it easier for candidates to apply, while video interviews can help you see beyond a candidate’s online poker face. If you roll the dice and apply winning technology across the recruiting process, the odds are likely to give you an advantage in today’s talent acquisition game.

Does your organization compare with others in applying new technology to HR? Check out infographic below, and share your opinions in the comments area!

What do you think? What new hiring technology has helped your company the most?

BONUS: #TChat Live with Recruiting Trends

(Editorial Note: Want to read the RECAP of this week’s events? See The Best-of-All-Ages Workplace #TChat Recap)

A quick reminder for all of our colleagues in the TalentCulture community:

In the world of work, the lights are always on and we’re always on the move — especially this week! You don’t want to miss any of the action. So stay with us each day. We’ve got ya covered!

What’s ahead?

In addition to hosting our regularly scheduled #TChat events on Tuesday & Wednesday, we’re also on the road this Thursday, April 11, in Washington DC, tweeting live from the Recruiting Trends’ Social Summit.

Join us! Learn more about our Sourcing & Recruiting Social Summit activities…

Rockstar Radio Lineup

Meanwhile tonight, be sure to catch Recruiting Trends Sr. Director, Anna Brekka, when she co-hosts #TChat Radio at 7:30pmET with our CEO, Meghan M. Biro. Our featured guests are Ashley Lauren Perez, Sourcing Specialist, and John Wilson, Founder and CEO at WilsonHCG.

Tonight we’re talking about how to overcome generational stereotypes in hiring and the workplace. And tomorrow we’ll carry that topic over to our #TChat Twitter forum, as well.

It’s all about keeping you connected with one another — and with all the latest trends and hot topics in HR, talent management, careers and business leadership. So climb aboard the good ship TalentCulture, and fasten your seat belts, as we set sail for a week of discovery in the human side of business.

We’ll see you on the stream!


Join #TChat at Recruiting Trends Social Summit

(Editorial Note: Want to read the RECAP of the week’s events from April 11, 2013? See The Best-of-All-Ages Workplace #TChat Recap)

Exciting news for social recruiting and HR professionals everywhere!

Save the date – April 11, 2013. That’s when TalentCulture Community co-founders, Meghan and Kevin will be  live at the Recruiting Trends Sourcing and Recruiting Social Summit 2013, where they’ll share insights from the event’s speakers throughout the day via #TChat and #rtrends Twitter channels.

Experts from across the industry are coming together for this very special one-day event in Washington D.C. to showcase innovative tools, techniques, and strategies necessary to strengthen and expand your organization’s talent pool in today’s social business world. You’ll also learn how to optimize sourcing and recruiting channels, and attract the right candidates through social media, mobile outreach, employment branding, screening, and much more.

Social media is still relatively new to many companies, so this event couldn’t be more timely.

#TChat Event Connects Attendees with Digital Community

The day’s activities culminate with a very special live #TChat forum, where Meghan and Kevin will moderate and review the day’s tips and takeaways with onsite speakers and attendees – as well as the online TalentCulture community.

If you’re in the Washington D.C. area, please join us live at the event — or stream with us online via #TChat and #rtrends channels. Either way, this should be an interesting and informative day.

Let’s see what it means to bring face-to-face interaction together with the virtual community. It could be the start of a very big trend! “See” you in April!