I read an article in TechTarget on eight talent acquisition and recruitment trends for 2023. I liked all the soft trends mentioned there. I am discounting the larger tech trends covered, like Robotic Process Automation, Artificial Intelligence, Analytics, and HR software tools. I discounted these tech trends because we hand-pick custom profiles for our customers’ needs.

The four trends that I am highlighting for this article are:

  1. Remote interviewing
  2. Candidate experience
  3. Diversity and inclusion
  4. Contingent workers

Remote interviewing

Remote interviewing took off during the pandemic, and it still stays relevant and will stay so going into 2023 and beyond. Despite most offices opening up post-pandemic, hybrid and remote working are here to stay. Hybrid and remote working provide convenience for organizations and employees that it is growing rapidly.

Now, you have access to people without any geographical boundaries, and people can easily take up jobs without needing to go through the stress of relocating. Besides, this threw up the need for remote interviewing practices. We have been doing video conferencing for all our recruitment needs. This has helped us in multiple ways – we could quickly bring cross-functional teams to the platform for the hiring and interview process.

Also, we have been able to organize interviews with candidates on short notice as it does not involve travel. This has crashed our recruitment timelines. Remote recruitment is here to stay for three main reasons – convenience, collaboration, and the ability to schedule them on short notice.

Candidate experience

Candidates today have more options available to them than ever before. How do you make it easy for them to apply for jobs? After all, good candidates don’t go around looking. They have to be recruited by making it easier for them to apply. Provide them compelling reasons to look at you favourably – make your job desirable for them to pursue their career. Improve your career website page and “Call to action” on your advertisements and promotions. Make it easy for them to set up profiles and apply. This would help your conversions.

Also, complete the interview process in the shortest possible time, possibly within a day. The candidates should have a seamless experience of moving through the interview process. Communicate to the candidates the result of the process immediately. This would build a strong employer brand and powerful word of mouth. Also, seek feedback from your candidates on the interview process – this would greatly help improve it.

Diversity and inclusion

According to research reports, any workplace with diversity and inclusion makes it more productive. Deloitte reports that 80% of participants said that “inclusion” is important while choosing an employer. Make sure that you look for diversity and inclusion while recruiting. This would make the workplace more collaborative and welcoming, with a sense of belonging. Employees should feel accepted, supported, and included. The most important thing to look at is to see if your recruitment team is diverse. When you ensure a diverse recruitment team, the biases typically go away, and you will look for a wider talent pool across diverse profiles.

Contingent workers

Contract staffing has been the go-to means for organizations that need specialized skills for a short period. There are two possibilities here. The first one is to hire contract resources available in the market who would deliver what is expected of them, get their remuneration, and exit. The other one, which is far more stable, is to hire contract resources from staffing companies with a talent pool at all times.

As an organization, you can scale your employees per your business needs up and down without a long recruitment timeframe.Contingent workers will be the way forward in 2023 and the years to come, as it offers flexibility and scalability for organizations and candidates. What do you think about these trends?

Conclusion

While the impending recession is being discussed, the reality is “great resignation”, “big quit”, and “quite quit” are realities that organizations have to deal with. In this scenario, attracting good talent has become a necessity for organizations. This is why organizations should look at outsourcing their recruitment needs to expert organizations that understand the pulse of candidates and the market conditions. These organizations can help you with contract staffing, contract-to-hire, and full-time employment options. I hope you’ve found this article valuable to your organization and that you consider these trends to attract top talent.

Thank you for reading. We are always excited about providing helpful information.