Now that we have entered the new year, it is crucial for recruiters to expect shifts in employment and recruitment trends. In 2022, the UK Office for National Statistics (ONS) found that in the later months of the year, there was an increase in both employment and unemployment rates – with an estimated 75.6% employment rate and a 3.7% unemployment rate. However, overall, there has also been a decrease in the economic inactivity rate.
Current events and socioeconomic climates shape the way job seekers are looking for employment. Knowing what to do and adjust this year will help recruiters stay up-to-date and know how to attract candidates for their available roles. Anticipating these changes, we have summed up some recruitment strategies to consider in 2023 below.
- Considering Remote Work
The COVID-19 pandemic has normalised remote working on a global scale. Although many parts of the world have now removed pandemic restrictions, the remote working continues to become an option for many roles.
With many organisations offering remote working options, recruiters should also consider offering this for their current available roles. The flexibility that comes with remote working has now become an attractive factor in the search for roles, and not considering alternative working styles to traditional in-person office work may deter many potential candidates.
- Increasing Candidate Engagement
A survey conducted by LinkedIn found that 84% of recruiters have admitted that engaging with passive candidates is now crucial. Before, many recruiters only actively engaged with candidates for higher-level roles but not for entry-level or mid-level roles. Now, proactive communication from recruiters will be detrimental to hiring top talent of all levels of expertise.
- Champion Diversity and Inclusivity
On a global scale, it is acknowledged that a diverse and inclusive workplace allows for innovation, creativity and increased profit and productivity. Companies that champion diversity and inclusivity will attract more candidates of various backgrounds, ultimately retaining more of their talent in the long run.
Many candidates are now in search of workplaces that can support their development and be in a welcoming and inclusive environment is the key to thriving in the workplace.
- Strong Employer Branding
In an age where many recruiting processes begin through the mediation of social media platforms such as LinkedIn, companies need to prioritise their branding to attract candidates. According to SCG, 89% of passive candidates evaluate the branding of companies prior to applying. This is further reflected by Glassdoor finding that 86% of HR professionals say that recruiting work is transforming to become more like marketing. The positioning of the company, especially on online media, is an important factor that aids the decision-making process of candidates.
- Data-driven Strategies
Although incorporating data-centric strategies is not new in any industry, it has now become a standard if you want to get ahead in recruiting top talents. The continuously developing technologies can now be used for more precise hiring processes that will help recruit the right candidate for the right role. Recruiters should focus on various data, more than just experience and grades – such as personality and alignment with company culture.