A very eventful 2022 is coming to an end. Ukraine war, supply chain crisis, energy crisis, inflation... The headlines of the last months were not very hopeful. And yet, for many companies, 2022 was very successful. Order books are full, employment figures are on the rise, and we in Recruitment have also had a very successful year
What can we expect now in 2023? Which trends will be particularly important in 2023 and what will the working world of tomorrow look like? In this article, we take a look at seven important recruiting trends for 2023.
Can this still be called a trend at all, or is it already standard? From our experience, we know that remote work and home office still do not have a firm place in many, especially smaller and medium-sized as well as owner-managed companies. For many applicants, however, this aspect is now a basic requirement for a work-life balance and flexibility.
With the development of AI and new software tools, new applications are emerging in recruitment. In addition to the automated reading of CVs and matching to requirement profiles, job advertisements can be placed on many platforms via multi-posting. With the advent of ChatGPT, the first job ads have already been written by AI. We have already tested one example ourselves and are surprised by the result (see picture).
The so-called Generation Z (born between the mid-90s and the noughties) is entering the labor market. This brings with it completely new demands on companies that want to meet the wishes and needs of this generation in order to attract them as employees. The focus is no longer (only) on salary, but rather on a sense of purpose, life-work balance and sustainability are the driving forces of this generation. Digitalization also plays a major role for this generation and they can provide valuable input here.
In the wake of gender equality and the gender pay gap, salary transparency is becoming increasingly important. This will probably also be reflected in job advertisements in the medium term. The publication of salary bands in advertisements will continue to increase in 2023.
Employee retention will become more important in 2023. In the wake of the shortage of skilled workers, HR will have to focus more on retaining key personnel. Employees today want to be valued for their time and effort, and they want to be compensated appropriately. In addition to annual salary increases, cost-of-living increases and other inflationary adjustments, bonuses in response to exceptional performance help drive motivation. In addition, public recognition of your employees' achievements helps ensure that their work is valued. Individual training and staff development plans can also help retain high-performers over the long term
One step toward addressing the growing shortage of skilled workers is to mobilize the aging workforce. Companies must no longer hesitate to hire applicants 55+. The higher deductions for LOBs must no longer be an obstacle to relying on experienced specialists. In addition to know-how, these specialists usually bring a higher level of loyalty with them and are also happy to be available as consultants and part-time employees beyond retirement.
With the increasing demands of applicants, it is becoming more and more important for companies to highlight their own advantages. The possibility of a home office is no longer a differentiating factor, but a basic criterion. Candidates evaluate companies according to their salary package, culture, flexibility, development prospects and, of course, the company's reputation. Platforms such as Kununu are becoming increasingly central here, and companies must present themselves as good employers on social media and the career platform. At the same time, the statements must be consistent with the ratings. A pure image campaign with bad reviews at the same time looks untrustworthy and damages the reputation even more.
Conclusion
In view of the shortage of skilled workers, retaining employees and attracting new skilled workers will remain a key HR issue in 2023. Digitalization in particular will continue to play an important role in the future. Despite all the technical possibilities, however, it is always important to us at Batterman Consulting to have people at the center and to connect candidates and companies and help them develop further.
Can we also support you? Then contact us and together we will see what the next step can be for you.
Batterman Consulting Basel AG
Executive Search,
Byfangweg 1a, CH-4051 Basel
T +41 58 680 55 55
basel@batterman.ch
