A new year is coming… Therefore, it is high time to consider new hiring trends in advance to maintain business development and success.

Recent trends in recruitment have shown that technological developments, economic uncertainty, and automation needs are forcing the world to move faster and businesses to understand the new demands of workers and transform.

We have prepared a list of new recruiting trends 2023 to help you establish a winning recruitment strategy. Stay tuned!

Recruitment Trends for 2023

1. Remote recruiting remains trendy

84% of employees say that remote work would make them happier (Owllabs)

Although the health crisis is no longer as topical, the habits related to it have certainly changed how we work. Remote recruiting will stay among the common hiring trends, the same as remote work generally.

Doing the recruitment process remotely is more convenient for the candidates and the recruiter as they can fill a position faster. In 2023, it will be essential for companies to follow new trends in recruitment and have technological tools to facilitate and improve the recruitment phase.

When training new employees remotely, it is essential to provide them with all the resources necessary to succeed. Make sure you always allow time for everyone to adapt. Also, be sure to take the steps required to resolve technical problems that may frequently occur.

2. Project and contract-based hiring

There are over 1 billion freelancers in the world (Statista)

Unfortunately, the global labor market experienced mass layoffs and hiring freezes in 2022. The following year can be challenging both for employers and job seekers. Since the companies don’t have as large budgets as earlier but still require an experienced workforce, short-term contracting is the best solution.

This option is beneficial for employees too. There are not so many remote-friendly vacancies on the market now, so talented and result-oriented professionals can apply for project-based vacancies.

In this context, we recommend you consider the detailed onboard and offboard documentation. Also, start forming your talent pools of freelancers now since looking for short-term staff isn’t simpler than looking for permanent employees.

3. A hunt for soft skills is open

By 2030 soft skills jobs are predicted to make up 63% of all jobs (Deloitte)

When we talk about skills, we often mean professional knowledge and skills. But soft skills are equally important — universal non-professional qualities that help us interact with each other in a team regardless of the field of activity.

New trends in recruitment are coming. In 2023 the demand for candidates with soft skills will grow to foster recruiters to find outstanding candidates longer due to quite subjective criteria.

We recommend starting to form your contact databases right now to be ready for this boom. Creating a talent pool database will give recruiters and HR managers easy access to qualified and talented candidates.

4. The Great Resignation quitters come back

48 million people left their jobs in 2021 (Statista)

The Great Resignation is a wave of voluntary layoffs that has hit the US labor market since 2021. For many people, the corona pandemic meant professional hardship, short-time work, or even job loss. They found themselves in sudden financial difficulties, worried about their health due to a lack of safety precautions in the workplace, and suffered from overwork. These experiences caused many professionals to question their job - and as a result, the willingness to quit and change jobs increased.

However, time is flying, and savings are melting. In 2023, the former quitters will try to come back to their work, and the labor market will experience a boom at once. Recruiters must be ready for such shifts and guarantee the employees such conditions to see people feel they don’t have to live in fear.

5. DEIB programs become the primary investment

Diverse leadership and management improved company revenue by around 19% (InStride)

The strength of a team is its diversity. Recent recruitment trends have shown that diversity-denying companies cannot survive in the highly competitive market and must take action.

DEIB programs are one of the must-have recruitment trends that must tackle diversity challenges in the workplace. Each of us comes from a different background and has different qualities and abilities. But the important thing is to agree on common objectives and achieve them. Diversity, equity, inclusion, and belonging work together to drive the teams’ innovation, creativity, and dynamics.

6. From work-life balance to work-life integration

84% of employees think that flexible work schedules will improve their mental health (FlexJobs)

Sometimes, the motivation of a company's employees dramatically affects their productivity. But then, how to motivate them to ensure the company’s success and progress and reduce absenteeism? Simply by investing in their well-being.

Work-life balance has been transformed into the new essential term - work-life integration. This means allowing employees to have a more flexible schedule than traditional 9-to-5. Imagine: people can work from 9 to 14, then take a break to resolve personal issues like an appointment or taking up kids and go back to work in the evening. Thus, this can be a competitive advantage that many employees will be grateful for. In addition, investing in employees’ well-being guarantees performance and commitment on their part.

7. Mental health benefits: a new competitive advantage

8 out of 10 employees were more likely to stay at a company that provides high-quality resources to care for their mental health ( Forrester)

When a person experiences suffering at work, this has negative repercussions on the entire team and the company, including:

  • work overload;
  • deteriorated social climate in the company;
  • decline in the company's performance;
  • high stress;
  • demotivation.

This is why the staff’s ill-being of one is a problem for all within the company. Companies can solve this issue by providing mental health benefits, offering the staff events or activities unrelated to the job, or introducing any mental health programs, f.e, cooperation with psychologists. For example, many health insurance programs for employees already cover sessions with a psychologist. This will make employees believe they are valuable to the employer and reduce their work stress. Also, this may increase retention within your company.

8. Switch to collaborative recruiting

86% of employees in leadership positions believe lack of collaboration is the top reason for workplace failures (Zippia)

Including your entire team in the recruitment process could help you create a substantial pool of qualified candidates who are more productive and loyal to the company. This new trend has caught the attention of many companies, which has increased employee referral programs and fostered collaboration between hiring managers and recruiters.

The collaborative hiring process is most prominent in the interview process. However, we recommend you develop your own hiring strategy and get team members engaged in other stages, such as screening, evaluation, and selection.

For example, in Axterior recruitment platform all participants of the hiring process have their own accounts (from the recruiter and recruitment lead to the hiring manager). They can track the hiring process and approve job requests according to their role distribution. This will ensure deeper collaboration and higher chances of successful hires.

9. Data-driven recruiting: computers hire people

75% of hiring teams use any kind of application tracking system to help facilitate the hiring process (Capterra)  

With the growing trend of data-driven recruiting, planning and decision-making are based on data obtained through human resource technology like ATS recruitment software and online recruitment solutions. This helps reveal important information about which parts of your strategy are working well and which need improvement.

The purpose of an ATS is to simplify the application process to make life easier for recruiters. Such platforms allow us to systematically control the job pipelines, hold the candidate databases in one place, create customized talent pools and provide comprehensive analytics and reporting.

Over the past two years, reorganization has become necessary in business. Adding the use of software into the HR methodology can have many benefits. These include increasing employee efficiency, improving working conditions, and protecting company data.

Conclusion

The hiring trends we have cited are just some of the ones to watch for this year. Of course, you must keep your good human resources management habits. Recognition, sharing, transparency, and fairness remain timeless recruitment trends. In 2023, it will take extra effort to focus more on the well-being of your employees and recognize their efforts.

Try to get ahead of these recruiting trends 2023 and work on improvements now!