While the COVID-19 pandemic has subsided in many nations, the “great resignation” is still going strong and posing significant hurdles to many enterprises in terms of turnover and hiring. Recruiters are now facing new challenges as a result of inflation, growing living expenses, and the resulting desire for greater compensation.
We have five continuing and new themes that should be prominent in your recruiting strategy in 2023 are also being impacted by these factors.
1. Remote interviewing
In talent acquisition and recruitment, working from home became a significant trend in 2021, and it appears that it will do so into 2023. Despite the fact that many companies reopened their offices last year, remote work is now considerably more prevalent than it was before the outbreak. Similar to how remote interviews became essential for hiring during the epidemic, they should continue to be relevant as long as companies continue to use them.
With remote interviewing, job interviews are conducted via specialized video interviewing applications, such HireVue and Montage, or on video conferencing platforms like Zoom, Microsoft Teams, and Cisco Webex. By making it simpler for other departments to participate in the interview and selection process, technology also supports collaborative hiring.
2. Candidate Experience
The epidemic influenced 2021 to become the year of the employee experience, and the pattern has persisted since then. The need for employee listening programs and for creating an environment that upholds workers’ health and wellbeing, encourages a healthy work-life balance, and provides them with a pleasant experience that will motivate them to stick around after the pandemic is over increased as a result. Given their wealth of possibilities, candidates are also given a high priority in this emphasis on delivering a positive experience. Making sure that the candidate experience is simple and enables candidates to rapidly apply for positions is more crucial than ever.
Businesses that put a strong emphasis on creating a healthy workplace environment and corporate culture tend to be more prosperous and successful. The applicant experience has the same impact. Employers have enhanced the candidate experience by updating their career websites and employing surveys to obtain candidate input. Software for employment sites and recruitment marketing can also help tailor the recruiting process and collect analytics to enhance the candidate experience.
Candidates like career websites that are simple to use and that enable them to create profiles, conduct job searches, and submit applications quickly and efficiently. Job seekers will visit career sites that have been optimized in these ways if these processes are not simple. Additionally, candidates are less inclined to endorse career platforms that they find awkward, slow, and difficult.
The applicant experience, however, continues on. After a candidate is added to the pool of applicants for a position, it continues. Candidates can determine whether a company is professional by looking at how they interact with candidates, plan and perform interviews, and carry out follow-up procedures. The total experience is essential to not just attracting the greatest talent available but also luring that talent away from rivals and developing a strong employer brand in an already cutthroat labor market that is being upended by the “great resignation” and inflationary pressures.
Although analytics isn’t technically a recruitment trend—HR in general is adopting it quickly—nevertheless it’s a hot topic that will influence how firms design their talent acquisition strategies and hire personnel.
Analytics are applied throughout the talent acquisition process to help with data-driven decision-making and to provide insights into areas of strength and weakness. Additionally, it can help to detect issues and roadblocks in the hiring process, lower the cost of talent acquisition strategies, and expeditiously fill open positions. Talent analytics may also demonstrate the value and return on your efforts in recruiting software.
Recruiters may forecast and predict future trends using predictive analytics, which is also on the rise, including estimated future candidate performance, predicted time to fill, interview acceptance likelihood, and predicted tenure of a candidate.
Aggregation, trend detection, visualization, and predictive analytics are now common features of the majority of recruiting tools thanks to technological advancements.
4. Skills, competencies and other attributes
Thanks to the capabilities of AI, evaluating skills and competencies and using them to find, filter, and match individuals to open positions is becoming a much hotter topic. Despite the fact that skills and competences have long been employed in talent management, notably for locating and matching candidates to important roles or charting career routes, they haven’t always been successfully applied in talent acquisition. Aspirations, motives, and other characteristics like interpersonal skills are now being incorporated by some providers of HR software.
For the correct people to be hired, it can be essential to be aware of specific abilities and competencies. In contrast to a psychiatrist, a healthcare role, for instance, calls for different talents, while there may be some overlap in one or two important areas. Both technical and nontechnical skills must be taken into account, including hard skills like engineering and software development as well as soft skills like time management and critical thinking. Your hiring process will be more successful if you use the appropriate software to connect qualified individuals with appropriate positions based on a set of skills and abilities.
5. Contingent workers
As businesses endure a protracted period of disruption and uncertainty brought on by ongoing COVID-19 infections and quarantine regulations, hiring employees becomes more and more challenging. Contingent labor can assist in achieving the flexibility required to adapt to changing business needs. Many workers have discovered that contracting can be more lucrative than regular employment and frees them from being dependent on a certain company.
Utilizing contingent workers more frequently and developing a hiring procedure specifically for them has been more popular over the last few years. Organizations must be set up to actively seek for, attract, and manage these types of recruits because contingent worker talent acquisition differs from that of full-time employees. However, companies should also be ready to use their career site and social media marketing to attract contingent workers and set up various interview techniques and vendor approval processes. A vendor management system can be a helpful tool for managing the procurement of contingent workers. Whatever you choose to do, keep in mind that hiring contingent staff is still common at many businesses.