Recruitment Trends to Follow in 2023

The COVID-19 pandemic, Great Resignation, and recent economic downturn have permanently transformed the way we work—and talent leaders must keep up.

1. Employer branding 

Brand positioning is a critical piece to your recruitment strategy as generations demand more from the companies they interact with. 

There are many factors that can help aid your employer’s brand and reputation in the marketplace. First, let’s address the timely topics that are influencing employees today: Corporate Sustainability, Culture, and Diversity, Equity & Inclusion (DEI). These three focuses are more than business trends.

2. Data-driven recruiting

With companies increasingly focused on gaining cost efficiencies, recruiters are going to be put in the position of needing to gain deeper data analysis skills to meet C-suite’s expectations.

 While it can take several months to integrate a proper reporting system for your recruitment efforts, you’ll know that you’re well on your way to having a strong data structure in place when you’re able to intelligently answer the following questions:

  • What are your hiring goals (i.e., number of hires, top source of hires, acceptance rate)? Are you hitting your monthly KPIs?
  • How long does it take to onboard and train a new employee?
  • What is the quality of your candidates and hires?
  • How much does it cost to recruit a new candidate?

With proper reporting structures, Investis Digital enabled clients to achieve goals like a:

  • 25% increase in applicants
  • 74% reduction in cost-per-applicant
  • 206% increase in conversions

3. Talent pool growth & usage

If you’re new to recruitment marketing recognize that building a qualified talent pool takes arguably the most planning. 

Following performance marketing best practices for lead nurture, email lists and communications should always be segmented. As our Director of Lead Nurture, Blaine Kinsey puts it, “Email without segmentation is just spam.” This means recruitment departments will be required to double down on their content production and personalization for each hiring department and career field.

4. Freelance & fractional professionals

It’s now time to embrace the potential benefits of hiring freelance specialists and fractional executives into your company’s mix. Using reliable, internal data led by your operations and project management teams, address what projects in your company may not elicit full-time hires. While it’s not advised to hire a company full of only freelanced and fractional employees, you’ll likely be able to move forward more efficiently into 2023 with a healthy mix of full-time and part-time staff.

If part-time professionals are a good fit for your company, make sure that your job postings are updated appropriately and remain competitive amongst similar job posts. It can take time to build recognition with a new audience. A great place to start is by building relationships with freelance/fractional service organizations or agencies that perform outsourced work.

5. Retention

Ripples of the Great Resignation are still in effect. Log into your LinkedIn network at any given point in the week and you’re likely to see several of your connections announcing new job moves. As employers it’s important to keep company morale and strength up alongside any new recruitment programs. You’re competing with other companies who might be more innovative, have better remote/flexible work positions, unique training opportunities and a reputable, positive culture.

You will need your best talent to innovate and compete. Instead of questioning how to do more activities with less, invest only in the efforts that matter most in retaining employees. Start by asking staff and recent hires about what has currently advanced their career at your company as well as what they’d like to see. Performing a systematic survey based on career levels and departments will give you a comprehensive understanding of what matters most to your talent.