5 recruitment challenges for 2023

It’s been a hectic ride for most industries and sectors in the past few years. The economy has been put through the peaks and troughs of a pandemic, a boom year for the tech sector before edging towards recession and hiring freezes in late 2022. What challenges await recruitment in 2023?

1 Uncertainty

The uncertainty that characterized late 2022 is set to continue into the new year. Some companies may keep hiring freezes in place through the winter. Many individuals may also be hesitant about making big career decisions during a time when everything remains unclear. Companies are approaching recruitment tentatively, with time and patience – and recruiters will need creative strategies to promote company culture, along with an intelligent understanding of what candidates and employees want. Be prepared to talk about your company values to convince candidates to get onboard!

2 Remote working is here to stay

Companies must be accustomed to the idea of employees wanting to retain remote working styles. The UK’s Office for National Statistics found that 85% of adults who work from home would prefer to maintain a hybrid-working arrangement in the future. For recruiters wanting to build an attractive offer, considering this is a good place to start.

3 Talent shortages

The ongoing talent shortage shows no signs of abating. The ongoing difficulty of finding and identifying talented candidates even pre-dates the pandemic. Considering the advantages of reskilling and upskilling the existing workforce is an effective way of solving the problems of external talent shortages.

4 Longer recruitment processes

This is likely a theme that you heard a lot about in 2022 – and it’s likely to continue into 2023. Making the right hire is a process that can take months, with several rounds of interviews and other forms of tests. However, a long recruitment process risks alienating potential candidates and losing the best talent, especially if your communication and feedback is poor.

5 Diversity and inclusion (D&I)

This is a challenge that many companies still have to face. There is a business case and an ethical case to increasing diversity to your recruitment – Deloitte research shows that a cognitively diverse team can increase innovation by up to 20 percent. Diverse views offered by candidates from a variety of backgrounds will increase creativity and economic performance. Recruiters should continue to seek out candidates from diverse backgrounds and communities, and not let themselves be passive in pursuing D&I targets.

Final Thoughts

Many of the challenges that faced the recruitment sector in 2022 will remain present in the New Year. Recruiters must be prepared to offer candidates a wide-ranging offer beyond financial compensation that promotes an appealing company culture and values that they can invest into. Many people seeking new job roles today consider the alignment of an organization’s values to be as important as salary considerations and career opportunities. A recruiter who sets out a strategy that embraces company values will be making a big step towards overcoming the challenges of 2023!