Top Recruiting Trends for 2023: The Complete Hiring Guide

Top Recruiting Trends for 2023: The Complete Hiring Guide

It’s time to take a fresh look at your recruitment strategy in 2023. Get a head-start on your competition by following these recruiting trends.

Keeping up with the change in the recruitment space may seem impossible, but with CEOs listing acquiring the right talent as a top concern, you can’t afford not to.

Recruitment technology is often central to these changes. Investing in this technology is now vital if you want to hire effectively.

This guide covers the top recruiting trends entering 2023, and how your business can follow them.

 

Evidence-based recruitment

Decisions are made at every stage of the recruitment lifecycle. From how you write a job advert, to selecting to best advertising channels and candidates.

Instead of just going with your gut, technology helps you make important decisions based on hard facts. This is known as evidence-based recruitment, and many companies don’t apply it.

Artificial intelligence, predictive algorithms, and big data are all evidence-based tools readily available to help you find and hire the right talent.

 

Search engines

Search engines like Google are a quick way to get insights into where relevant applicants are looking for jobs. This helps you select what job advertising channels you want to post on.

Simply search for roles in your sector, and see which websites appear first on the results page. Ensure you advertise on these websites, but rather than going to each job board directly, use a job multi-poster to save time and money.

 

Check job boards

Check relevant job boards for competition in your sector. If competition is high, you’re in the right place. Increase chances of beating your competitors by optimising your job adverts to appear first, and be appealing to applicants.

Checking job boards also help identify what your competition is offering, and if you can match or exceed this.

 

Seasonal recruiting trends

Consider seasonal recruiting trends before advertising your jobs. For example, job search activity tends to increase in January, but competition for candidates drives up costs. Consider advertising in December instead, and pay less for the same hire.

 

Plugging the skills gap

The skills employers need are changing with the emergence of new technologies.

A Deloitte report suggested this ‘skills gap’ could leave around 2.4 million roles unfilled between 2018 and 2028 in the manufacturing industry alone.

 

Internal training

Internal training programmes with experienced team members help get new and existing hires up to speed.

This may include:

  • Mentorships with senior staff
  • Creating a talent development programme that focuses on specific skills an employee lacks
  • Performance reviews to monitor progress

 

Upskilling & reskilling programmes

Industry giants like Amazon and PwC have invested heavily in upskilling and reskilling programmes well before it became a recruiting trend.

These programmes have numerous long-term benefits, improving employee engagement, retention, attracting new talent, and speeding up the adoption of new trends in the business.

This may include:

  • Job shadowing or swapping between teams
  • Investment in industry courses and qualifications
  • Time away to attend relevant seminars and events
  • Group sessions with external training providers

 

Use of learning technology

E-learning has become a very popular way to plug the skills gap. This is because it can be done in a microlearning format at the employee’s convenience, making learning more flexible and engaging.

This may include:

  • Social media learning
  • Video learning e.g. webinars or training videos
  • Learning Experience Platforms (LXPs) that create a personalised, social, online learning experience for employees from a singular platform

 

Use of assessment tools

Using assessment tools to test skills and behaviours before you make a hire is also important.

Getting this stage wrong can be costly, so using a recruitment system with access to assessment tools will help you manage admin and pinpoint top talent.

This may include:

  • Behavioural assessments to find genuinely motivated and engaged candidates.
  • Employment scenario testing tools to identify how well they will fit into your organisation.
  • CV parsing to automatically scan CVs and assess applications for relevant skills and experience.

 

Diversity & inclusion

Everyone is talking about diversity and inclusion (DE&I), but why is it important?

A diverse workforce attracts highly competent talent from around the world. In fact, a Glassdoor survey found 76% of job seekers consider diversity when searching for new opportunities.

Other research shows that a more ethical and fairer approach to recruitment will also be attractive to attracting and retaining top talent.

 

Blind CVs

Blind CVs eliminate bias by not having any identifying factors, including candidate names, gender, age, or race. They help you pick the best of the best, and create a more diverse workforce.

The steps to anonymising CVs are:

  1. Decide what information you want to remove.
  2. Anonymise the data with an automation tool or colleague.
  3. Review your blind CVs and select candidates for interviews.

 

AI ranking of candidates

AI ranking technology can be used during the screening process to automatically rank candidates for role relevance. AI simply scans CVs for keywords and phrases related to the job criteria, and evaluates career history. This is completely unbiased and avoids any human error.

 

DE&I forms

You can create DE&I forms that gather diversity information about candidates. This helps measure applicant diversity, and ensures the recruitment process is inclusive.

 

Proactive & accountable tech providers

A common complaint amongst recruitment technology customers is a lack of proactive support and accountability.

Companies sign up for an expensive ATS, but once the system is installed and they’re trained to use it, the vendor seems to lose any interest in them.

Providers that take a more proactive approach will now do better – after all, customer acquisition is only as powerful as customer retention.

 

What can you do?

Companies should actively look for providers offering ongoing customer support. This is especially useful if your team is new to using recruitment technology and needs extra support to create high-performance campaigns.

This may include:

  • Assistance with job advertising media selection
  • Copywriting support & training
  • Monitoring of job advert success
  • Effective candidate screening
  • Interview management
  • Use of reports to review and analyse what’s working and what isn’t

 

Customisable recruitment software

A common issue for ATS or HRIS system users is they offer minimal configuration, and customisations are usually slow and expensive. Users get stuck with a complicated one-size-fits-all platform for several years.

The best modern recruitment systems are cloud-based, plug & play, and act like a configurable web application rather than a website. This means they can be updated regularly with new and improved features, and user requests can be fulfilled quickly and without incurring cost.

 

What can you do?

Look for vendors that operate within ‘Continuous integration and continuous delivery’ (CI/CD) model, as this means more responsive development, usually better code quality and shorter development cycles and more regular updates to users.

Other tips include:

  • Look for cloud-based recruitment technology providers that offer configuration capability
  • Providers that are openly flexible about how you use their software
  • Choose regularly updated systems
  • Providers of custom features for clients in the past (indicated in case studies or product pages on their website)

 

The future of ATS

The use of applicant tracking systems has been a recruiting trend for some time now. With 98% of all companies falling within the SME category, it’s likely that the ATS market will continue to adapt towards satisfying this portion of the market.

Smaller companies are likely to have fewer resources and want all encompassing systems that come pre-integrated and ready to go.

The pricing and functionality of applicant tracking systems are likely to align with these needs. They will be offering more pre-integrated services, automation and self-serve options, and be developed with more configuration options that allow users to adapt to their own preferred ways of working.

Buyers of recruitment technology in the future will be looking for more reliable, proactive, and accountable solutions that measure meaningful recruitment outcomes and metrics. There will be no hiding for vendors as they become more transparent about their product and what it can help recruiters achieve.

 

Want to make hiring easier?

Is your business frequently hiring for roles? Now is a great time to follow current recruiting trends and optimise your process. Make this less daunting with occy, the only end-to-end recruitment platform designed with recurring recruitment in mind.

Hiring doesn’t need to be tricky. Have a chat with one of our specialists, and see what occy can do for you!

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