The Top 6 Trends in Recruitment For 2023

Thanks to the pandemic, businesses have had to regularly and rapidly adjust to a slew of new social and economic realities. In 2020, the world as we knew it was radically changed, and since then, we’ve been navigating this readjustment period, which has brought its own set of obstacles. As we come into 2023, it looks like the readjustment period will continue to persist.

Both businesses and their employees are trying to figure out how to “return to normal” post-pandemic and how to use lessons learnt during the crisis. Workplaces are attempting to include pandemic-based pursuits into their day-to-day operations by, for example, adopting digital tools that enable remote work, developing company cultures, and concentrating on employee engagement and happiness from inside the company.

With all of these changes in how businesses operate, there has been a great shift in how hiring and recruitment are done. In this article, we’ll be discussing the top 2023 recruitment trends that anyone working in recruitment should keep an eye out for.

Recruitment Trends to Look Out For in 2023

As if the inflation in 2022 wasn’t bad enough, starting off 2023, the workforce faces the added worry of a probable approaching recession. To ensure that employees have adequate time to adapt to upcoming changes, it is essential to look ahead and analyse what may come in the future.

With that said, here are the six top recruitment trends that will highlight 2023:

1. More automation and AI in recruitment

An increasing number of businesses are using AI systems, and the employment sector is no exception. Companies are increasingly turning to AI in order to improve their operations and boost productivity in all areas, including recruitment. Managers looking to fill open positions are trying to find more efficient ways to conduct candidate searches. It’s been shown that 67% of HR managers and directors agree that AI has a beneficial effect on the entire hiring procedure.

The time and effort required to find and hire the best individuals can be reduced by streamlining the recruitment and interviewing process. The time it takes to hire new people can be cut in half with the help of AI-powered resume screening. Plus, with the use of AI tools, businesses will be able to efficiently and effectively screen and filter applicants to find the best possible hires.

2. Recruitment is becoming more data-centric

With the coronavirus bringing about constant change in the workplace and the rise of remote work, the volume of information and data generated is only expected to increase. That’s why it’s crucial for managers to have a firm grasp of financial data, spending plans, and other metrics that affect profitability. As a result, they will check to see that all plans are in line with vital statistics and reports.

Data is nothing new in the world of hiring. Recruiters have relied on data for quite some time now when giving valuable recruitment advice. However, what is changing is the application of cutting-edge technology to the recruitment process in order to increase accuracy. This has resulted in an emphasis shift from a candidate’s academic performance or professional history to the candidate’s character as a whole.

You should still keep an eye on your recruiters’ immediate actions using tactical data like time to hire, prospects per hire, and offer acceptance rate. And in the near future, strategic metrics that evaluate the business outcomes of the team’s efforts will play a larger role in the hiring process.

3. Salary transparency

No one has time to begin interviewing with many companies just to be given an offer that falls far short of their goals. The trend toward more openness about salaries has already begun to take shape in the workplace of 2022. A growing number of US states, including California and Colorado, have passed legislation mandating wage ranges be included in job postings. In December 2022, the EU reached an agreement on pay transparency measures and will be turning it into legislation sometime in 2023 — with widespread adoption expected to follow soon after.

Rectifying wage disparities and eliminating pay discrimination through more pay transparency would be a major achievement. The opinions of New York City residents on salary disclosure were highlighted in a recent survey by The survey found that more than half of the job-seekers who reported experiencing pay discrimination were women. Salary transparency can help put an end to the pay discrimination that has persisted for too long in the workforce.

The quality of applications submitted to an organisation can only benefit from wage transparency initiatives. The finest workers will naturally self-sort into roles where their skills and interests are best matched and where they will be compensated fairly. Offering a reasonable wage range can be a significant brand statement and boost applicant sentiment.

4. Soft skills are becoming necessary

The value of soft skills to firms all around the world is rapidly growing. The pandemic period caused a shortage of skilled workers and caused businesses to conduct fewer transactions face-to-face as a result. It’s possible that this didn’t slow them down when it came to picking up hard skills, but it certainly isn’t helping the shortage of candidates with strong soft-skills repertoires.

With the rapid evolution of technology, the assumption of some duties by artificial intelligence, and the introduction of automation and robotization in business, it has become necessary to place less value on hard skills when hiring new employees and instead focus on soft talents.

Today’s job market is more competitive than ever before; therefore, candidates with developed soft skills will have an advantage in landing interviews and jobs. Well-sought-after soft skills include the ability to think critically and creatively, as well as the ability to communicate effectively, lead effectively, and public speaking skills.

5. Increasing popularity of hybrid and remote work models

Some workers have always done their jobs away from the office, but in recent years, the number of people doing so has increased, and the trend has been good for employers and workers alike. More and more people will demand working flexibility in the coming year. In 2022, there was much debate regarding whether or not working in an office was more productive, but in reality, remote workers were more productive on average.

The ability to work from home or in a hybrid setting is a perk that can help recruiters compete for top talent and ensure retainment. Companies are beginning to understand that the most qualified candidate for a position may not live in close proximity. It is anticipated that the trend toward remote employment will alter the competitiveness of the job market. Although this may create some additional challenges for businesses, it also offers exciting new possibilities for attracting and retaining top personnel.

6. Economic uncertainty will change recruitment

Economic uncertainty will have an effect on both job seekers and employers in the coming year due to rising inflation and the possibility of a recession. Budget cuts are being implemented across many sectors as poor economic growth, and rising prices force businesses to reevaluate their strategies, including those related to recruiting, for the year 2023.

In the meanwhile, the pandemic has resulted in higher rates of unemployment than during the Great Recession, and the job market has not yet recovered. As a result, there are still a lot of people who are actively seeking employment. Short-term contracts can empower employees and encourage entrepreneurial spirit as a result of the impending recession and the growing importance of the gig economy.

The Bottom Line

You can’t afford to ignore the trends and predictions for 2023, especially if you’re responsible for finding new employees for your organisation every day. Finding and hiring the best individual for the job requires awareness of current events and an awareness of the demands of employees. Recruiters still have options for finding qualified people to contribute to their companies’ success, despite the uncertainties ahead.

Evaluate your company’s current recruitment practices in light of all the recruitment trends we’ve highlighted above, and give some thought to how you can propose bringing about change and development in preparation for 2023. Better yet, partner with an experienced recruitment company that can help handle the nitty gritty of finding the right hires for your business.

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