Related Posts
Half the battle in recruiting is being prepared for what comes next. In today’s fast-paced business world, anticipating future needs and trends can feel impossible – but we can make educated guesses based on the situation we’re in today.
Here are three trends guiding recruiting today that we expect to remain strong in 2023.
Preparing for a Downturn
With many predicting a recession soon, recruiting is in a bit of an awkward situation. Many companies are still hiring but are hesitant to staff more recruiters.
Instead of hiring more in-house recruiters, some companies may opt for more flexible recruiting options like short-term RPOs. Companies like Qualigence offer RPOs with contracts as short as a year, or even project outsourcing options for 30-day engagements.
This allows you to meet demand for hiring now, without the pain of letting go recruiting teams if the economy stumbles or your hiring plans change. The key is to remain flexible for whatever comes next.
Focusing on Results, Not Punch Clocks
With remote work and flexible schedules becoming more and more common, businesses are starting to focus less on the number of hours employees work or specific schedules.
Instead, businesses are measuring the success of employees based on the results and output of their work. In the recruiting space, this means recruiters will be tracked more based on key metrics like quantity of hires, quality of hire, and retention rate.
Meanwhile, recruiters should expect to interview candidates more about the impact they’ve made in their positions. We love this trend, as it’s what we’ve focused on in our Results-Based Interviewing Course from the Recruitment Education Institute.
Internal Mobility Growing More Common
With a shaky economy, many candidates are more likely to move laterally or accept a promotion internally than switch organizations. This means companies have a great opportunity to train and upskill their existing workforce for open positions.
People analytics are invaluable in understanding which individuals will succeed in certain roles, and how you can assemble teams for best results. Recruiters should take the time to get comfortable with any people analytics platforms your organization uses, and may want to explore new platforms if you haven’t already.
