2023 will witness more recruiting and staffing firms turning to automation for simplifying repetitive tasks and reducing admin work In a survey done on 2848 recruiting professionals, most agreed that investing in better-recruiting tools and technology is the best way to
improve recruiter performance.
Employer branding is extremely important, and it will only become more so. It’s vital that you position yourself as a company that cares about its recruiters’ and other employees’ well-being and development. Even if you have a team of 3-4 people, it’s time to make it a priority; the potential recruiters
in 2023 will expect their well-being to be a focus.
Proactively engaging candidates has long been a common practice when filling C-suite executive vacancies; it was rarely used when hiring for entry-level positions. However, the scenario is changing now. In a LinkedIn survey, 84 % of recruiters said that engaging passive
candidates is becoming important in lower and level roles and for bringing top talent into the funnel.
Giving your team flexibility to work remotely has become more important as businesses strive to retain existing talent. According to a projection made by Ladder, 25% of all professional jobs in North America will be remote by the end of 2022, and remote opportunities will
continue to increase through 2023.
Diversity metrics like gender or ethnicity of candidates sourced, interviewed, or hired—are rarely used today. But 2023 will witness a change in this ratio. More and more clients are increasingly investing more in diversity and inclusion efforts. So, recruitment agencies will have to focus on
deploying innovative candidate evaluation tools designed to eliminate bias in recruiting and hiring.
As of now, Recruiters are considered order-takers. But, no more. In the coming time, recruiting will increasingly be recognized as a strategic role. Recruiting leaders and recruiters will be expected to bring a perspective, push back, and lead the way forward. That means
aligning with the client’s business goals and advising clients on the best way to achieve them.
Tactical metrics —like time to hire, candidates per hire, or offer acceptance rate—will still be important to track your recruiters’ immediate actions. However, future recruiting will revolve more around strategic metrics that measure the business outcomes of the team’s
efforts—not just the actions they take. Developing a client’s talent strategy will be just as important as executing it.
Gen Zers are all set to enter the workforce in junior-level roles. The major drift they will bring into the recruitment business is – speed, they will expect everything to be virtual and fast-paced. Outdated recruitment methods will be a major turn-off for them. So, recruitment and staffing agencies will have
to gear up accordingly. Recruitment Automation, mobile-optimized application processes, and candidate engagement at each and every step of the hiring stage will become a necessity.