Eight Major Recruiting Trends These Entrepreneurs Expect to See in the Coming Months [2023]
Recruiting is an ever-evolving field, with new trends and technologies emerging every year. As companies scramble to find top talent in a competitive job market, staying ahead of the curve is more important than ever. To help shed light on what to expect in the world of recruiting in 2023, the Young Entrepreneur Council (YEC) has weighed in.
YEC is an exclusive organization that brings together the brightest young entrepreneurs from across the globe. These members come from various industries, generating billions in revenue and creating thousands of jobs. With their vast experience and expertise, YEC members are well-equipped to provide insights into what companies can expect in this year’s recruiting world.
In this article, we’ll look at the major recruiting trends YEC members expect to see in 2023 and their impact on companies trying to find talent. Whether you’re a recruiter, HR professional, or business owner, you won’t miss this essential guide to the future of recruiting.
1. Embracing Global Recruiting
In this new post-Covid era, remote work is here to stay. Some organizations willingly accepted it, and others were forced to embrace it. One major trend to come is that companies will now be forced to look for talent without being restricted by actual borders because now the best talent can choose whether to work on a physical site, in a hybrid environment, or fully remote.
— Pablo Paz, Interactive Contact Center
2. Building Diverse Teams
This year we anticipate seeing companies build diverse teams with strong cultures that thrive, as these environments lend themselves to better collaboration, creativity, and innovation. Fostering such an environment will be key for companies looking for talented professionals this year.
3. Increasing HR Automation and Candidate Segmentation
Companies will no longer use CRM for product sales only; they’ll also use it to segment, nurture talent pools, and identify qualified candidates without additional cost or effort. The economic crisis plays into these changes. The implication is that companies will rely more on familiar pools than generalized recruitment campaigns.
— Tonika Bruce, Lead Nicely, Inc.
4. Hiring for More Specialized Roles
One major recruiting trend I expect to see is a shift toward specialized roles. Instead of hiring a handful of people who can do everything, business owners and recruiters will hire more people who do one or two things exceptionally well. I believe this will open up more job roles while encouraging prospects to hone their specialized skills.
5. Interviewing Virtually (Even for Non-Remote Companies)
Remote interviewing became popular in response to the pandemic, but it’s clearly here to stay and even grow in use. This is because remote interviewing offers a cost-efficient method of organizing interviews at short notice. You don’t need a big physical setup; you can involve multiple interviewers from around the world and reach out to more candidates without geographic limitations.
6. Increasing Use of AI
Companies are expected to increasingly use AI and automation tools to streamline recruiting, such as automating resume screening and scheduling interviews. This will help companies sort through many applicants more efficiently and identify the best candidates faster.
— Candice Georgiadis, Digital Day
7. Changing Negotiation Demands
With remote work now being mainstream, candidates are empowered to expect flexible arrangements as part of their hiring packages. This adds a new layer to negotiations — especially given that prospects will likely find what they’re looking for elsewhere. Therefore, as with salary negotiations, companies must be prepared to react to requests for flexibility beyond their initial offer.
— Samuel Saxton, ConsumerRating.org
8. Striving for Faster, More Efficient Recruiting Processes
Companies will be more efficient and streamlined with recruiting this year. Candidates often juggle multiple offers with similar compensation packages and benefits, so companies must move candidates through their recruiting pipelines faster. Rather than three-plus rounds of interviews, employers will need to learn how to effectively identify technical and soft skills in one or two meetings.