{"id":8076,"date":"2023-01-06T23:24:50","date_gmt":"2023-01-06T23:24:50","guid":{"rendered":"https:\/\/www.hirematic.com\/recruiting-trends-2023\/"},"modified":"2026-02-23T12:42:30","modified_gmt":"2026-02-23T12:42:30","slug":"recruiting-trends-2023","status":"publish","type":"post","link":"https:\/\/www.hirematic.com\/it\/recruiting-trends-2023\/","title":{"rendered":"Hirematic Hiring & Recruitment Trends 2023"},"content":{"rendered":"\t\t
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Employers, workers, and economies are changing at an unprecedented rate as we enter the fourth year of the decade. Talent acquisition managers play an outsised role in preparing businesses for future success. 2023 will see these managers continuing to adopt more agile processes and technologies to understand, forecast, and manage an ever-changing recruitment environment.<\/p>

No one knows what the next 12 months will hold. But we\u2019ve taken a guess and would love to know if you agree with our top 5 trends predictions for 2023.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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TREND #1: Unemployment Will Stay Low<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Unemployment is historically low while inflation is the highest it\u2019s been in 40 years. Due to rising interest rates and recessionary fears, many analysts<\/a> are expecting unemployment to increase in 2023 from its current rate of 3.5%, but only by around 0.5%-1%. Even with this increase, unemployment will still be far below historically \u201cnormal\u201d levels.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Unemployment\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Implication for Talent Managers: Candidate Shortage<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Low unemployment rates result in increased competition for candidates. With more jobs available than candidates to fill them, employers will face challenges hiring for open roles in 2023.<\/p>

This is reflected in the sentiment of 539 employers surveyed recently<\/a> in the US. Finding candidates is one of the top hiring challenges highlighted by the study. Seven in 10 said they receive too few applicants, and a similar percentage said the applicants they receive are unqualified. Almost eight in 10 anticipate the candidate shortage to continue throughout 2023, despite the fact that a recession is looming for most economies.<\/p>

The candidate shortages caused by low unemployment rates often affects other trends discussed in this series. It can result in loss of organisational productivity due to skills shortages, drive wages higher, and inflate recruitment costs.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\"Be\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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What Can You Do in 2023?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Be Flexible with Job Requirements <\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Job descriptions typically list specific education and experience requirements that can prevent candidates with the right skills from applying if they lack a certain credential. Broaden your talent pool by evaluating candidates based on the practicalities of the role. For example, consider measuring candidates based on behavioral competencies and technical skills, rather than educational credentials.<\/p>

The U.S. government is currently using this strategy, advising federal agencies \u201cto limit the use of educational requirements\u201d in federal contracts, and \u201cto increase the use of skills and competency-based hiring for employment.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Talent\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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TREND #2: Talent Turnover Will Remain a Risk <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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According to business consulting firm Robert Half\u2019s biannual survey<\/a> of more than 2,500 U.S. workers, 46% of respondents are currently looking or plan to look for a new role in the first half of 2023, up from 41% six months ago<\/a>.<\/p>

Workers said the main reasons they plan to look for a new job in the first half of 2023 are a higher salary (61%), better benefits and perks (37%), and greater flexibility to choose when and where they work (36%). Nearly 3 in 10 workers (29%) are considering quitting their job to pursue a full-time contracting career thanks to an increased demand for contract talent<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Implication for Talent Managers: Employees Are Confident in the Jobs Market<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Threats of hiring freezes and layoffs at some companies haven’t affected employee confidence in the job market, according to recent studies<\/a>. The labor market remains tight, and workers are curious about exploring new opportunities and career paths.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\"Boost\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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What Can You Do in 2023?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Boost Retention with New Perks<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Studies<\/a> show workers are willing to switch jobs for career advancement and training opportunities. A focus on people development and job enrichment can help employees remain fulfilled in their jobs.<\/p>

For blue-collar workers, experts predict<\/a> that employers will offer new benefits that are traditionally only available to white-collar workers. These could include career guidance, education, health care contributions, paid parental leave, and flexible hours. The latter is especially significant since blue-collar workers are increasingly migrating to white-collar jobs<\/a> in pursuit of remote or hybrid work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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TREND #3: Rising Wages Are Here to Stay<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Almost two-thirds (61%) of workers who plan to leave their job in 2023 said they are doing so in search of a higher salary. Six in 10 workers<\/a> worry that their paychecks won\u2019t keep pace with inflation \u2014 which is why many are job-hunting, and more will take on a second gig.<\/p>

In an attempt to stem the flow of talent from their organisations, 75% of employers plan to increase wages, according to research by CCI Consulting<\/a>.<\/p>

Companies set aside an average of 3.9% of total payroll for wage increases in 2022 and pay will continue to rise through 2023 and beyond, especially for blue-collar jobs and manual services due to the shrinking working-age population and low unemployment rates.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Actions Organisations Have Implemented to Help Recruit and Retain Key Talent<\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\"Rising<\/p>

Source: CCI Consulting’s 2022 HR Insight Survey<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Pay transparency<\/a> is also pushing wages higher for some workers as employers increase the wages of several cohorts to ensure fairness and remove any gender or racial pay gaps. According to Harvard Business Review<\/a>, a fifth of all U.S. workers are now covered under pay transparency laws, a trend that experts predict will continue to grow in 2023.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Implication for Talent Managers: Higher Staffing Overheads<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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In seven U.S. States, minimum wages will increase due to inflation. Arizona, Maine, Montana, Ohio, South Dakota, Minnesota, and Vermont will pay higher minimum wages in 2023<\/a> because their statutory thresholds<\/a> are tied to the Consumer Price Index, which is tracking an 8%-plus increase in inflation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\"Pay\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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What Can You Do in 2023?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Adopt Transparent Pay Policies<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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A culture of transparency<\/a> can result in workers being less likely to quit their jobs. Organisations that prioritise having ongoing open and honest conversations about determining compensation will also attract the best talent.<\/p>

Employers should also offer greater clarity and communication around compensation. Some examples include how worker efforts are rewarded, and how their role contributes to the company’s success.<\/p>

Depending on their location, employers may not have a choice when it comes to transparency \u2014 new pay transparency laws will likely result in more employees discussing their compensation with co-workers and more requests to managers and supervisors for pay adjustments to correct differences that employees do not readily understand or accept.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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TREND #4: Constant Change is the Norm <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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According to McKinsey & Co.<\/a>, an organisation that can accelerate its pace of change will see powerful outcomes including:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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