The world of talent acquisition is rapidly evolving, with new technologies, changing candidate expectations, and shifting economic conditions all contributing to a dynamic and ever-changing landscape.
As we enter 2023, the world of talent acquisition is undergoing a rapid transformation. The rise of new technologies, evolving candidate expectations, and shifting economic conditions are all contributing to a shifting landscape that recruiters and hiring managers must navigate. Here are some of the key trends in talent acquisition that we can expect to see in the coming year:
THEME #1 IN TALENT ACQUISITION - Internal mobility—moving about without actually leaving—is increasing
Due to a volatile workplace, professionals no longer consider career growth in traditional terms. They are showing the rising trend of internal mobility by forgoing the ladder in favor of the lattice and shifting into various departments within their current firm. Businesses commonly utilize talent analytics and workforce planning when determining whether new positions are required to future-proof the organization and which employees could be a good match for those roles.
Employers should focus more on the talent development of their current workforce and routinely provide internal candidates retraining and upskilling possibilities through certification programs in order to increase their internal talent mobility efforts in the future. Employers will increasingly use artificial intelligence (AI) platforms with predictive analytics to create individualized career paths based on goals and interests, offer content for professional development that is tailored to each individual, and identify prospective internal prospects. Experts claim that investing in internal mobility can assist businesses in filling open positions and addressing critical skill gaps while hiring freezes are in effect, in addition to attracting top people and creating more diverse pipelines.
THEME #2 IN TALENT ACQUISITION - From "it's difficult" to "in a committed relationship," talent management and hiring
It doesn't pay to make a great hiring if they leave you soon after they start working for you. Moving forward, there should be more coordination between the talent acquisition and talent management teams, commencing with the hiring procedure and continuing through career development and succession. Together, personnel managers and recruiters can create better career paths for professionals, a more happy employee lifecycle, and the training and development they require to improve their careers.
Employers may increase team collaboration by putting money into cloud-based talent platforms that let recruiters and talent managers share, collect, and analyze talent data. The company will be able to offer a progressive employee experience and improve internal mobility as a result. New employees will feel appreciated and valued if they know that their employer is concerned about their performance.
THEME #3 IN TALENT ACQUISITION - Executives and professionals for hire (temporarily)
According to the most recent recruiting trends, organizations are increasingly resorting to contract employment rather of just hiring full-time workers (FTEs), looking to interim leaders and experts to satisfy their workforce demands.
The use of temporary workers provides a number of benefits: Interim or contract workers are frequently highly trained, goal-oriented, project-based individuals who swiftly adapt to new surroundings. They may contribute special expertise and experiences that are required for short-term initiatives, through mergers and acquisitions, or to temporarily replace positions either during a leave of absence or while the organization looks for a permanent employee.
In 2023, there will be a rise in the number of people who are willing to forgo the security of a full-time job in favor of flexible employment possibilities. In order to find the most effective ways to fill positions, talent acquisition experts will put more of their attention on developing relationships with job seekers searching for contract employment and working with clients. In such a changing climate, experts advise organizations to maintain a 70/30 FTE-to-interim workforce mix.
In reality, the last three years have shown that productivity can rise when working from home. If everyone is still working at their kitchen tables, how can organizations retain or even improve their culture?
Having the best of both worlds is advantageous for businesses, so long as hybrid offices become the norm by 2023. According to experts, hybrid work models will provide individuals with both the flexibility of remote work and the benefits of office employment (think: better access to training and development or impromptu brainstorming sessions).
The productivity of remote work in a hybrid environment will depend on the needs, roles, and employees of a company and should be guided by data, employee mood, and individual circumstances. Of course, this is not a one-size-fits-all situation. Teams may need to physically meet on a weekly basis for some firms, while staff members may only need to stop by the office once in a while. According to recruiting trends, more companies will offer hybrid work arrangements in the upcoming year to tempt top talent, with some of them requiring remote-first candidates to live within a certain radius in order to visit the office when necessary. Even when working models change, experts believe that organizations will continue to achieve highly productive results.
THEME #5 IN TALENT ACQUISITION - After work-life balance, comes work-life integration.
The concept of work-life balance has long been a goal for millions of people. To block off the responsibilities of the office when not working has become considerably more difficult during the past few years of remote employment. Many workers have started switching to a new approach, forgoing the standard 9-to-5 schedule in favor of one that is more flexible.
More job seekers will opt for organizations in 2023 that support work-life integration, which allows employees to work when it's most convenient and take care of personal obligations as necessary (think: working a few hours in the morning, taking an afternoon break for an appointment or to pick up kids, then back to work in the evening). As managers evaluate employee success based on their productivity rather than the length of their workday, keeping an eye on the clock will become less crucial.
THEME #6 IN TALENT ACQUISITION - Employees from the past are reappearing.
Many professionals choose to retire early since it appeared like a wise decision at a time when business was booming and nest eggs were growing. Some people bravely decided to change their professions or even jobs. Due to the shaky economy and shrinking retirement plans, many retirees and professionals who understand that the grass isn't always greener on the other side are now knocking on their former employer's door. Companies may profit from this because they can welcome back "boomerang personnel," or former employees with institutional knowledge and proven skill sets.
In 2023, businesses will start putting more emphasis on the offboarding process, maintaining in touch with departing workers on a professional level and letting them know that the door is always open if they chose to return. Additionally, by investing in digital workforce performance solutions, talent acquisition specialists can keep track of former workers to determine who could have the credentials and experience to fill in-demand roles.
THEME #7 IN TALENT ACQUISITION - Planning an intelligent workforce is getting better
There is no guarantee that your labor strategy will be as successful in the upcoming year as it was in the previous one, even in a dynamic environment. Talent managers will need to anticipate demands more carefully in the future if they want to fully understand their demands for the coming year. They must overcome obstacles and collaborate with business executives from various functions to do this. In order to help identify the suitable positions, talents, and geographic concentrations for the evolving business, predictive analytics and AI will be employed more frequently in forecasting.
According to recruiting trends, the hiring process will slow down as firms begin to make more considered decisions that will have a lasting impact rather than making fast decisions to fill positions. Additionally, businesses will need to right-size their workforces and approach new hiring far more cautiously if the economy does really undergo a dip in 2023.
To be ready for the worst, average, and best case scenarios of economic situations, talent acquisition professionals should perform scenario-based workforce strategy plans. In each situation, it will be crucial to concentrate on both the recovery and the downturn in order for businesses to recover swiftly and effectively.
Comments