As we all know, talent attraction and retention are some of the top-of-mind concerns plaguing companies today - but will these challenges remain in the future? To get a glimpse of next year's tendencies, Gartner surveyed over 800 HR leaders across 60 countries and all major industries to identify their main apprehensions and insights. According to the results, recruiting will be a top priority for 46% of HR leaders. However, 36% of the participants fear their sourcing strategies will be insufficient for acquiring the skills they need.
This is no surprise. After all, employees' priorities and exceptions have changed quite a lot since the pandemic. Not only are they re-evaluating the importance of a healthy work-life balance, but also gaining higher expectations about job satisfaction, ethics, and outlook.
Although these trends are recent, it seems that they are here to stay. In this scenario, the best that companies and HR teams can do is try to adapt. Here are a few insights regarding recruiting that should be kept in mind for the coming year:
Employers from allover the world are agreeing that finding qualified candidates will be a top hiring challenge for 2023. In 2022, one of the major complaints of the HR teams was that they did not receive sufficiently qualified applicants. It is believed that the talent shortage will continue throughout the upcoming year, especially in transportation, health care and social assistance, and accommodation and food sectors.
The Great Resignation shows no sign of easing, and a dwindling supply of workers may be here to stay. This movement has been a boon to employees searching for better working conditions and higher pay. Economies bouncing back from the pandemic and hybrid and remote work options have made it easier for employees to quit unappealing positions and look for more suitable alternatives.
Although some companies insist that employees come back into the office, workers have become acclimated to hybrid and remote office environments since the pandemic. They are experiencing benefits to their physical and mental well-being and will hardly give up on them. For many employers, this means that their ability to hire in the next year may be affected by candidates' preferences.
As we face the possibility of another recession, both employers and candidates know this will impact their ability to find work and hire during 2023. With that in mind, jobseekers are more likely to apply for a job if the ad includes the position’s salary range and/or offers stability and growth opportunities.
Apart from pay, other top talent-attraction strategies for 2023 include enhanced career-growth opportunities, a bigger investment in employee health and wellness, flexible workplaces, and a strong set of values with which candidates can feel identified. Such strategies should all work together to support an over arching issue: culture.
In2023, companies will continue to face many of the challenges that have marked the last few years. As such, it’s essential for HR teams to keep track of all these changes and design the best solutions to attract and hire top talent.
If your organization needs to upgrade its strategies, it might be a good time to consider contacting Talcura. We have the most comprehensive services and tools for HR professionals, designed to help attract, hire, and onboard new talent. Schedule a free demo and learn more about our customizable solutions!
