The Future of Talent Acquisition: 11 Trends That Will Shape 2023
Written by: Greg Weiss
As the business world continues to evolve, so do the strategies and techniques for talent acquisition. As such, it is important for businesses to stay up-to-date with the latest trends in talent acquisition to attract and retain top talent. Here are 11 we think you should take note of.
1. Artificial Intelligence (AI) and Automation
Artificial Intelligence (AI) and Automation will continue to play a major role in talent acquisition in 2023. AI and automation will help recruiters streamline the recruitment process by automating tasks such as screening resumes and scheduling interviews. Furthermore, AI-powered tools like ChatGPT will have a significant impact on both recruiters and candidates. For recruiters, AI-powered tools will help to save time and reduce bias in the screening and assessment process. For candidates, AI-powered chatbots can provide personalized communication and support throughout the hiring process, improving the overall candidate experience. As such, the integration of AI and automation in talent acquisition will become increasingly prevalent in 2023.
2. Employer Branding
Employer branding will become increasingly important in 2023 as the competition for top talent intensifies. Companies that have a strong employer brand will be more attractive to job seekers, making it easier to attract and retain top talent. A strong employer brand can also help companies to build a positive reputation and increase employee engagement and loyalty. This is why employer branding is important.
For example, Atlassian is a company in Australia that is known for its strong employer brand. The company has been consistently ranked as one of the best places to work in Australia and has a reputation for its positive company culture and commitment to employee well-being. Atlassian’s employer branding efforts include a focus on transparency, collaboration, and continuous learning and development opportunities for its employees. These efforts have helped to attract and retain top talent, making Atlassian a sought-after employer in the Australian market. As such, in 2023, more companies will invest in employer branding to attract and retain top talent and build a positive reputation in their industry.
3. Virtual Hiring and Onboarding
Virtual hiring and onboarding will continue to be popular in 2023. The COVID-19 pandemic has accelerated the adoption of virtual hiring and onboarding, and it is expected to continue to be a preferred method for many companies. Virtual hiring and onboarding are not only convenient and cost-effective, but they also provide companies with access to a larger talent pool from around the world.
One of the industries that have seen a significant shift towards virtual hiring and onboarding is the education industry. With the increasing popularity of online learning and remote work, many educational institutions have turned to virtual hiring and onboarding to attract top talent. For example, universities have implemented virtual interviews, online assessments, and virtual campus tours to provide candidates with a comprehensive overview of the institution and the available positions. This has helped institutions to attract top talent from around the world and has increased their access to a diverse range of candidates.
As such, in 2023, virtual hiring and onboarding will become even more prevalent across various industries, and companies will continue to adopt these practices to attract and hire top talent.
4. Data-Driven Recruitment
Data-driven recruitment will become more prevalent in 2023. Recruiters will rely on data to make informed decisions about which candidates to pursue, which channels to use for recruitment, and which job boards to post on. Data-driven recruitment can provide valuable insights into candidate behavior, including their preferences and interests, which can help recruiters to identify the best candidates for the job.
One example of successful data-driven recruitment is Marriott International, a global hotel chain that uses data to inform its recruitment strategy. The company uses data analytics to analyze candidate behavior and preferences, allowing recruiters to identify the most effective recruitment channels and messaging. This has helped Marriott to increase the number of quality candidates while reducing recruitment costs and time-to-hire. By adopting a data-driven approach, Marriott has been able to attract and retain top talent, making it a leader in the hospitality industry.
As such, in 2023, data-driven recruitment will continue to be an important trend in talent acquisition, with more companies adopting this approach to identify and attract top talent. By leveraging data analytics, companies can make more informed decisions about recruitment, resulting in better hires and improved recruitment outcomes.
5. Upskilling and Reskilling
Upskilling and reskilling will become increasingly important in 2023. With rapid technological advancements, many jobs will become obsolete, and companies will need to invest in upskilling and reskilling their employees to keep up with the changing landscape. In an AI world, upskilling and reskilling will be particularly important, as new technologies will require new skills and competencies.
One company that is leading the way in upskilling and reskilling is Coles, a leading Australian supermarket chain. The company has invested in a range of upskilling and reskilling programs to help employees develop the skills needed to keep up with the changing landscape. This includes training programs in areas such as digital skills, customer service, and leadership, as well as opportunities for employees to gain new qualifications and certifications. Coles’ upskilling and reskilling initiatives have not only helped to future-proof the company but have also improved employee engagement and retention.
As such, in 2023, upskilling and reskilling will continue to be an important trend in talent acquisition, and more companies will invest in these initiatives to remain competitive in the AI world. By providing employees with the opportunity to develop new skills and competencies, companies can improve their workforce’s productivity, engagement, and retention while future-proofing their operations.
6. Diversity, Equity, and Inclusion
Diversity, equity, and inclusion (DEI) will continue to be a major focus for talent acquisition in 2023. Companies that prioritize DEI initiatives will be more attractive to job seekers and will have a more diverse and inclusive workforce. There are several initiatives that companies can implement to promote DEI, such as training and development programs, employee resource groups, and diversity recruitment strategies.
One Australian company that is leading the way in DEI is Westpac, a leading financial institution. Westpac has implemented a range of initiatives to promote DEI, including unconscious bias training, flexible work arrangements, and the appointment of a Chief Diversity and Inclusion Officer. The company also has several employee resource groups, including groups for LGBTIQ+ employees and employees with disabilities. These initiatives have helped to create a more diverse and inclusive workplace, leading to improved employee engagement, retention, and customer satisfaction.
As such, in 2023, DEI initiatives will continue to be an important trend in talent acquisition, and more companies will invest in these initiatives to attract and retain top talent. By promoting DEI, companies can create a more diverse and inclusive workplace, leading to improved business outcomes and a stronger reputation in the marketplace.
7. Employee Referral Programs
Employee referral programs will continue to be an effective way to attract top talent in 2023. Employee referrals are a cost-effective way to find qualified candidates and can help to reduce turnover rates. Employee referral programs typically offer incentives to employees who refer successful candidates, such as bonuses, prizes, or additional vacation time.
One Australian company that has a successful employee referral program is KPMG, a leading professional services firm. KPMG’s employee referral program offers rewards for successful referrals, including cash bonuses, experiences, and vouchers. The company also provides a user-friendly referral portal that makes it easy for employees to refer potential candidates and track the status of their referrals. KPMG’s employee referral program has helped the company to attract top talent, improve employee engagement, and reduce recruitment costs.
As such, in 2023, employee referral programs will continue to be an important trend in talent acquisition, and more companies will invest in these programs to attract top talent. By leveraging the networks of their existing employees, companies can tap into a high-quality talent pool while reducing recruitment costs and improving employee engagement.
8. Gig Economy
The gig economy will continue to grow in 2023, and companies will need to adapt their talent acquisition strategies to attract and retain gig workers. The gig economy offers companies a flexible and cost-effective way to access specialized skills and expertise, while providing gig workers with greater autonomy and control over their work.
One way that companies can apply the gig economy model to their traditional business models is by offering project-based work or short-term contracts to gig workers. For example, companies can hire freelance professionals or contract workers for specific projects or assignments. This allows companies to access specialized skills and expertise as needed while providing gig workers with flexible work arrangements.
An example of a company in Australia that is successfully leveraging the gig economy is Airtasker, an online platform that connects customers with local workers who can complete tasks for them. Airtasker’s platform allows individuals to post tasks that they need help with, such as cleaning, gardening, or handyman services. Workers can then bid on these tasks and get paid for completing them. Airtasker’s platform provides a flexible and convenient way for customers to access a wide range of services while providing gig workers with the opportunity to earn income on their own terms.
As such, in 2023, companies will continue to explore the gig economy as a way to access specialized skills and expertise while providing gig workers with flexible work arrangements. By adopting gig economy models, companies can improve their workforce’s productivity and flexibility while reducing recruitment costs and improving retention rates.
9. Soft Skills Assessment
Soft skills assessment will become more prevalent in 2023. Recruiters will focus on assessing candidates’ soft skills, such as communication, problem-solving, and teamwork, as these skills are becoming increasingly important in the workplace. Soft skills are particularly important in industries where teamwork, collaboration, and effective communication are essential to success.
In Australia, scaling businesses like Canva, a leading graphic design platform, are especially looking for soft skills when hiring new employees. For example, in an Operations Manager role at Canva, the company seeks candidates with strong interpersonal skills, problem-solving abilities, and the ability to work collaboratively with others. The Operations Manager role involves managing cross-functional teams, working closely with stakeholders, and identifying process improvements. As such, soft skills such as effective communication, collaboration, and problem-solving are essential to the success of the role.
As such, in 2023, soft skills assessment will continue to be an important trend in talent acquisition, and more companies will focus on assessing candidates’ soft skills when hiring new employees. By prioritizing soft skills, companies can build a more productive and collaborative workforce, leading to improved business outcomes and a stronger reputation in the marketplace.
10. Internal Mobility will become more prevalent
As the job market becomes increasingly competitive, organizations are realizing the importance of internal mobility. According to a 2021 survey by the Australian HR Institute, more than 80% of companies in Australia have implemented internal mobility programs. These programs focus on training, development, retention, and promotion of existing employees, rather than solely relying on external hires.
One example of a scaling small to medium business in Australia that values internal mobility is SafetyCulture, a workplace safety and quality management platform. SafetyCulture has implemented an internal mobility program that allows employees to explore different roles and departments within the company. The program helps to retain top talent by providing opportunities for career growth and development, while also enabling the company to fill critical roles with existing employees who already understand the company culture and values.
In 2023, internal mobility will continue to rise as companies focus on retaining top talent and promoting a strong company culture. By investing in their employees’ development and providing opportunities for career advancement, companies can not only retain their top talent but also attract new candidates who are looking for opportunities for growth and development within a company.
11. Interim Management
Interim Management will become an increasingly popular trend in Australia in 2023. Interim Managers are highly experienced professionals who are hired for a short-term period to manage a project, department, or organization. This can be a cost-effective way for businesses to fill leadership gaps, implement change, or manage a crisis.
Operations Managers are a key area where interim management is becoming more prevalent in Australia. Scaling businesses often require experienced Operations Managers to help manage growth, improve operational efficiencies, and implement new processes and systems. However, finding the right candidate can be difficult and time-consuming. Interim Management provides businesses with a flexible and cost-effective way to access experienced Operations Managers who can hit the ground running and make an immediate impact.
One example of a business in Australia that has successfully applied Interim Management is Culture Amp, a leading employee feedback and analytics platform. In 2020, Culture Amp hired an Interim Chief Operating Officer (COO) to help manage the company’s rapid growth and expansion. The Interim COO was able to provide valuable strategic guidance, improve operational efficiencies, and lead the company through a successful acquisition process. The Interim Management approach allowed Culture Amp to access the expertise it needed without committing to a long-term hire.
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ABOUT THE AUTHOR
Greg authored 3 practical Career Books, and 1 Book helping Visionary leaders scale their businesses. He is one of Australia’s most experienced HR consultants and leading career coaches. He is the founder and owner of Soulidify and Career365. As an entrepreneur/business owner, Greg has experienced first-hand the joys and frustrations of starting and growing one’s own business.