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Top recruitment strategies 2023

Top recruitment strategies 2023

Recruitment, like any other field, undergoes regular transformations and advancements. Keeping up with them improves the recruiter’s overall performance and provides more room for establishing and maintaining meaningful connections with potential candidates. How exactly does it work?

So, talent acquisition specialists who actively use novelties, especially technological ones, presented in the recruitment industry have an excellent chance to make their working processes more time- and effort-efficient. By reducing the time spent on monotonous mechanical work, a recruiter will have more energy for communication. It’s no secret that communication is the key to everything in the business world. Still, it makes no sense if carried out on a superficial level. Only by targeting recruitment efforts on establishing real connections will one be able to hunt the best talent in the job market.

Keep reading to learn about the most up-to-date recruitment approaches, recruiting trends, and recruiting tools to follow and use this year. They will be useful for those seeking to improve their recruitment process and achieve mind-blowing results in talent management in 2023.

Recruitment trends and strategies: what you need to know

So, to understand how to develop the recruitment strategy and enhance the hiring process, let’s have a helicopter look at what trends are in the air nowadays. Professional talent acquisition teams are well aware that the hiring journey begins far before the interview. It starts with employer branding and company reputation. Therefore, the best strategy to attract talent will be enhancing the organization’s public image in the first place.

Furthermore, the demand for remote work is staying strong. With Gen Zs entering the workforce, recruiters and employers must gear up and provide highly convenient, diverse, and inclusive working environments. Gig work and the gig economy are gaining popularity as people prefer flexibility and independence as never before.

Regarding the technical side of the work, recruitment automation tools continue to drastically transform recruiters’ workflow and bring them to a new efficiency level. While various artificial intelligence tools are taking the world by storm, the recruitment world is included. With their help, data-driven recruiting is coming into play and provides even more possibilities for optimizing the work of hiring managers.

Overview of Challenges and Opportunities in 2023

Forewarned is forearmed, that’s why you should pay attention to learning about the challenges recruiters are likely to face in 2023. Knowing those will help prevent failures and make your workflow as smooth and effective as possible. Here they are:

  • Brand and reputation make an immense difference. People consider how a company positions itself regarding its potential and current employees’ well-being. According to “The Ultimate List of Employer Brand Statistics” by LinkedIn Talent Solutions, a great employer brand results in 50% more qualified applicants and 1-2 times faster hiring time. However, if there are any gaps in the company culture, the recruiter will have to find ways to smooth things out and not scare the right candidate off.
  • The suitable candidates are becoming endangered species. Often, recruiters come across a perfect candidate, but this ideal candidate is happily employed. Obviously, they are unwilling to get in touch, and recruiters get frustrated because of the talent shortage. Conversely, 38.5% of job seekers believe employers tend to have unrealistic requirements, as stated in” 10 Recruitment Trends to Keep an Eye on in 2023″ by Sunil Priya. So are those really hard-to-fill roles, or it’s just employers who set too high expectations with too low salaries?
  • Ghosting. Communication through messengers and social networks is extremely convenient; however, it also implies the likelihood of ghosting. It’s a psychological term that means suddenly not responding to communication and avoiding further interaction. Should a candidate lose interest in your job opportunity, they might not even explain anything – start ghosting the recruiter. The solution is the same as we stated at the beginning – you should establish meaningful connections with your candidates from the very beginning.
  • Poor candidate experience means terrible results. Do you have a one-click application or a lengthy one? Is it mobile-optimized or not? Do you always provide feedback to those who’ve submitted their CV and cover letter? Does the interviewing process last forever (a month or longer)? According to “5 Reasons Job Seekers Abandon the Hiring Process” by CareerBuilder, candidates choose not to refer others to the company if the recruiter’s answer takes too long. Furthermore, 31% of employers claimed to have lost out on candidates due to an extended background screening. If you want to avoid miss-outs, fine-tune your hiring process.

Automation

Automation once turned out to be a real game-changer in the recruiting world, and it continues to be one. ATS, or an applicant tracking system, once made a splash by allowing HR professionals to create talent pools, keep them up-to-date, and consistently engage with them. However, you can only impress somebody with an ATS if technology advances. Let’s look at the latest AI tools for recruitment and check on the benefits they offer.

Use of AI to Streamline Processes

Thanks to the versatile features that modern AI recruiting tools to possess, recruiters can use them throughout all stages of the hiring process.

  • Resume parsing: AI-driven software facilitates the resume parsing procedure. It scans for keywords representing necessary hard and soft skills, experience, or education. Then it narrows down the list of CVs to the most relevant ones.
  • Job postings: AI software can help create eye-catching job descriptions and post job ads on multiple job boards and recruiting sites simultaneously.
  • Candidate outreach: By analyzing a candidate’s profile, AI can create a personalized message for the first contact (especially for passive candidates) and carry out further basic communication, like follow-ups.
  • Schedule interviews: By syncing AI software to recruiters’ or hiring managers’ calendars, prescreened candidates are automatically scheduled candidates for their first interview.
  • Candidate assessment: AI-driven tools can evaluate potential candidates’ relevance to the position requirements using personality questionnaires developed by organizational psychologists.

Benefits of Automating Tasks

What can be wrong with doing more with less? If screening, which is the most time-consuming stage of the recruiting process, can be handled by intelligent software, why not use this opportunity? If candidate skills assessments and interview scheduling can be done automatically and save valuable time for both the recruiter and the candidate, why neglect this chance? Furthermore, this is not only a matter of convenience. It’s also about time-to-hire reduction. It can save hiring costs for the company and mitigate the likelihood of losing the best candidates who might be hunted by faster-moving employers.

Secondly, applying automation improves the quality of hire, which is the top KPI in recruitment. AI-powered algorithms can provide the best results in matching job vacancies and relevant candidates based on their experience, education, and skills analysis. According to Ideal, companies among early AI adopters note that their revenue per employee has improved by 4%, and their turnover has decreased by 35%. Pretty impressive and promising.

Finally, in the same way as marketers track customers’ behaviour with the help of Google Analytics, recruiters can find out where their previous candidates come from using recruitment marketing tools. For instance, SoH (source of hire) is one of your hiring strategy’s most important recruitment metrics. Knowing the source of engagement (your website, job boards, job fairs, social media postings, or employee referral programs) for both quality candidates and hit-and-miss ones, you can understand where to target your talent acquisition efforts. Besides, you can identify the low-performing sources and get them improved or look for new ones to add to your recruiting strategies.

Gamification

Gamification has proven to be an effective tool to engage with employees, increase their participation, and inspire collaboration and interaction between them. Let’s recall Google’s billboard mathematical riddle in 2004, “navigating a car to reach a goal while facing unexpected challenges” game by a benchmark. Games or simulation assessments with the help of HR Avatar, where candidates must get to grips with non-standard scenarios. All of them had magnificent success when applied in practice.

Engaging Potential Employees through Games and Quizzes

Gamification works wonders when trying to engage with your future candidates. Firstly, it feels fresh and fun. Secondly, it shows that the company keeps pace with modern techniques and approaches to improve employee morale and engagement. As we know, all work and no play make Jack a dull boy. Creating a positive, fun, and creative working environment will attract the best candidates to your talent teams.

Rewards for Completing Challenges and Quests

Of course, the main reward for a candidate for completing a game or a quest within the hiring process would be a job offer. However, there are other options for using gamification in hiring processes. You can encourage your current employees to proactively participate by offering them rewards for reasonable referral efforts.

Utilizing Social Media Tools

Social media has long shifted from just entertainment platforms to powerful business tools. Recruitment specialists are not an exception. Social media can be used for various recruitment marketing purposes:

  • Positioning and promoting the employer brand
  • Boosting the company’s recognition
  • Telling a broad audience about their employee value proposition

Let’s have a closer look.

Creating Exciting Content for Ads, Posts, etc.

Contrary to social media, passive candidates will likely avoid surfing job boards for fun. They may allocate time to learn more about the company if they come across an engaging social media profile. It may result in fruitful cooperation afterwards just because a person feels a connection with the brand. This is the power of professional brand positioning on social media.

Using targeting to improve your content visibility for the relevant audience is a great idea. Consider using paid ads for job promotions. You are bound to reach out to the right candidates when using particular job titles, locations, candidates’ interests, or any other specific criteria for your paid ads.

Leveraging Platforms such as LinkedIn and Instagram to Reach Qualified Candidates

Such platforms as Instagram and LinkedIn are a hotbed for sourcing qualified candidates. With the help of x-ray or Boolean search techniques, you may find LinkedIn or Instagram profiles that contain the keywords you need in minutes. Another method to grow your network includes using hashtags. With their help, you can find relevant accounts and attract their owners’ attention by interacting with their content.

Virtual Recruitment Events

The 2019 pandemic has left an indelible imprint on recruitment approaches and techniques. Starting from 2020, when the world turned virtual, the recruitment process has also been actively applying virtual practices, such as remote hiring, to gain new hires.

Hosting Video Conferences and Webinars to Reach Qualified Candidates

Video conferences and webinars may serve as marketing tools to increase brand awareness and brand recognition. It may work out for hunting relevant candidates too. By hosting online webinars, you can reach out to more people and get them acquainted with your organization. It’s way more effective than organizing offline events, as distance can become a deal breaker for many people.

Another perk of hosting an online conference is demonstrating your company’s attitude to the general public. Knowledge is the most valuable asset, and the willingness to share helpful information with others (free or not) leads to the idea that the company is interested in educating people and helping them improve their career prospects. This factor also plays an essential role for many top talent representatives.

Advantages of Remotely Meeting Potential Employees (e.g., Cost Savings, Easier Scheduling)

Talking about remote, it’s not only employees who get the piece of the pie. Recruiters can also enjoy the advantages it brings about.

  • Cost savings: renting a venue or covering travel expenses during an interview is unnecessary.
  • Easier scheduling: with online meetings, connecting with people with packed schedules or living in different time zones is way easier.
  • Increased accessibility: meeting online is highly accessible as you need a good internet connection and device.
  • Time savings: a candidate isn’t required to commute, which can be a big advantage for many people.
  • Improved candidate experience: You showcase your company’s flexibility by offering to meet online.

Conclusion

It’s worth keeping up with the latest recruitment trends and strategies in 2023. The job market is constantly changing, and competition is getting more fierce. Talent acquisition specialists have to fine-tune the recruitment process to provide the best candidate experience and the most appealing time frames. To achieve that, the more significant part of the hiring routine should be automated with the help of cutting-edge automation and AI tools. Furthermore, with new generations of employees entering the scene, hiring managers have to embrace the fact that hunting top talent significantly depends on how well they can establish meaningful connections with their candidates and maintain employee engagement. Following all these recommendations is bound to help you find and retain talent even against the backdrop of the deteriorating employment situation.

Date: 31 March 2023
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