In a rapidly digitalizing world, the way we recruit and find top talent is changing just as fast. And imagine just missing a beat, then you may end up falling behind in the race for talent. Therefore, employers should always stay up to date and be receptive to the latest things in the HR sector. Compared to the predictions made on talent acquisition in 2022, a few of the current trends in HR recruitment are believed to change, while some others are expected to grow and become mainstream in the near future. Looks like it does not take long until we are finally revealed the future trends that are about to happen in 2023. Let’s predict what trend is going to shape the future of HR recruitment.
Work-from-home Culture Turns from Nice-to-have to a Must?
No need to be an expert to be able to tell this scenario is soon to happen. Working from home or remote working is some kind of a luxurious strange definition when it comes to working. That’s only until the global pandemic – Covid 19 – came in and reshaped how businesses operate at the end of 2019. The Covid-19 pandemic has forced organizations around the world to allow their employees to work from home. And while some may return to the office post-pandemic, many will continue to work at least part of the time remotely. This means that employers will need to adapt their recruitment strategies to attract and retain top talent who may not be interested in a traditional 9-to-5 office job. Unsurprisingly, a work-from-home or hybrid culture will soon become mainstream as flexible benefits, and more organizations, especially those in Asian countries, will have to embrace this “new normal” one way or another if they do not want to be cast aside.
Gig Economy & Gig Works on the Rise?
The traditional model of full-time employment is no longer the only option for job seekers. In recent years, the gig economy has exploded, with more and more people opting for short-term or freelance work arrangements. And it doesn’t look like this trend is going away anytime soon. A study by Intuit found that by 2020, 43% of the workforce will be freelancers.
This growth in gig work presents both opportunities and challenges for employers. On the one hand, gig workers can be a cost-effective way to fill specific roles or meet spikes in demand; on the other hand, managing a workforce of gig workers can be complicated, and it can be difficult to build a strong employer brand when your workforce is constantly changing. As stated in the beginning, this is not a new trend, but it will keep on expanding and become ubiquitous in 2023.
Company Reviews Matter?
In the interconnected world nowadays, shoppers check testimonials before making purchases, and job-seekers also check company reviews before applying for a position or accepting an offer. It is totally understandable. Reviews can offer an inside look at what it’s like to work for a company – employee experience, and they can be helpful in identifying red flags that may not be apparent during the interview process.
A study by Bright Local found that 84% of people trust online reviews as much as personal recommendations, and Glassdoor’s 2018 Employment Confidence Survey found that 69% of job-seekers say reviews influence their decision to apply for a job.
With this in mind, it’s no surprise that employer review sites are on the rise. Sites like Glassdoor, Indeed, and Niche allow employees to rate their companies and CEOs and share anonymous insights into what it’s like to work there. These sites are becoming increasingly popular with job-seekers, which means employers need to be aware of what their employees are saying about them online. Therefore, in 2023, employers must technically watch out for the company as well as invest more in employer branding to keep their presence afloat in the labor market.
HR Automation Keeps Expanding?
No doubt about it. We are living and running business in a digitalizing world where technologies empower nearly everything and drive people to change their behavior. The same goes for HR, which has seen a dramatic increase in the use of automation over the past few years.
The rise of artificial intelligence (AI) and automation is changing the recruitment process as well. AI-powered chatbots can screen candidates, identify potential red flags, and schedule interviews, while automated reference checking and background screening can save recruiters hours of time. For example, the Resume Parser – an AI-enabled feature of bravoTALENT -enables HR professionals to extract resume data automatically within a few clicks, so there will be no need for manual screening.
In addition, AI can be used to create targeted talent pools and generate personalized candidate recommendations. And as AI becomes more sophisticated, it will only become more deeply integrated into the recruitment process. While some recruiters may be worried about being replaced by machines, the reality is that AI can make recruiting faster, easier, and more efficient. Not only AI but more advanced technologies will be implemented into human resource management and recruitment now, in 2023, and even in the further future. Stay tuned until then.
Talent Shortage Is Real?
It is. The war for talent is only getting more intense, and companies are feeling the pressure, especially those in the IT industry. A recent study by Deloitte found that 58% of companies are struggling to find the right skills, and this number is only going to increase as the economy continues to strengthen. Thus, this rising scarcity in human resources in the following years is projected to get even worse, resulting in higher salaries and more competition for top candidates. So, employers should be prepared for challenging situations by starting investing more into creative recruiting ideas and methods from now on.