Why recruitment will look different in 2023 and how to prepare for it

As any recruitment specialist knows, it’s been a rollercoaster couple of years for the hiring market – and that disruption is likely to continue in 2023, say experts.

We’re seeing lots of trends emerging, including changes in recruitment expectation, more AI in the head-hunting process, and further need for companies to evolve when it comes to their employer branding.

Here’s a snapshot of what to expect in 2023 to ensure you’re one step ahead when hiring.

A strong employer brand is key

There are so many channels now for job-seekers to learn about your company, to talk to current and past employees and to even get a sense of how well you remunerate your staff.

Research suggests that the better your employer brand and employee value proposition (EVP) is, the more qualified applicants you’ll receive – and the lower your hiring costs will be.

AI is edging more into the head-hunting space

Innovative recruitment solutions are just getting better and better – and around 72 percent of employers say their talent acquisition will be automated within the next decade.

Many recruitment specialists and hiring managers now use integrated tech solutions to find candidates, screen them and nurture them through the application process – which can make recruiting more streamlined and efficient. Applicant tracking software comes into play here, too – so make sure you’ve got the right programs at your fingertips.

Digital channels are key in recruiting

Sure, job fairs and referrals are as important as they’ve ever been – but savvy recruiters will know that tapping into talent via digital channels is also essential.

And technology has seen a whole new breed of recruiters emerge; job consultants who are highly strategic in their use of social media platforms, online jobs boards and Facebook groups in order to attract the right candidates they may not find through other means.

Power skills are the next big thing

Nope, it’s not a whole new skillset you hadn’t heard about. Power skills are just a phrase that refers to what some jobs consultants refer to as soft skills or people skills, but whatever you call these skills, organisations want candidates who have them. McKinsey research indicates that workplace demand for these skills will increase across all industries in the next decade.

Why are power skills or soft skills such an asset? Well, whether you’re recruiting for medical staff or retail jobs, employers want to know that their staff are able to engage in a respectful and collaborative way with colleagues and customers. Candidates or employees who struggle in this area will definitely be on the back foot.

Employers want candidates who ‘roll with the punches’

Resilience is huge in a post-pandemic world, and candidates who can adapt to whatever comes their way are going to be in great demand.

For job consultants and HR managers, having a strategy for assessing a candidate’s resilience and adaptability is key. You might want to ask questions like:

1. How have you dealt with a specific setback in the workplace?
2. What’s been your biggest failure to date and how did you bounce back?
3. How do you cope under pressure?
4. Talk me through how you deal with a big life crisis.

So how should job consultants help employers prepare?

Being aware of the trends in recruitment is the first step, and communicating what your HR clients need to know is important, too.

If you feel their employer branding needs work, or that the company is reluctant to make concessions in their culture or what they offer in order to attract talent, you’ll have to navigate that with tact and honesty.

Because ultimately, the companies who are open to change and to meeting job-seekers half-way are the ones who’ll secure the top talent.

Want to dig deeper on what keeps employees happy at work? Download our 2022 Frontline Feel Good Index Report for a heap of fascinating insights