7 recruitment trends to watch as we approach 2023

With the coronavirus pandemic now under control in much of the Western world, we’re starting to see what our “new normal” looks like.

The impact of the pandemic on organizations and, in particular, human resources (HR) has been enormous. HR leaders must be aware of it and take action to accommodate for this, especially those who are responsible for recruitment and talent acquisition.

The so-called ‘Great Resignation’, a candidate-driven market, and widespread demand for more flexible working arrangements are just some of the trends that have defined 2022 so far. These are likely to continue in the mid-to-long term as the world gets back on its feet.

Let’s take a look at 7 recruitment trends to watch as we approach 2023  in more detail.

1. The ‘Great Resignation’

The Great Resignation describes the flurry of resignations that employers have faced since the pandemic. After long periods of working at home, many employees are now giving their work-life balance more priority. They are prepared to leave their jobs for new ones where they feel they will be looked after better.

This is the number one overarching trend affecting recruitment this year, feeding into all the other trends on this list. HR leaders must be aware of what the Great Resignation is and how it is affecting their own operations and processes.

2. A candidate-driven market

One of the most significant changes in the recruitment space has been the shift to a candidate-driven market.

As applicants begin to wield more power, it becomes easier for them to negotiate. This includes better salaries, benefits, and working conditions from organizations that are desperate to secure their talent. As 2022 begins to wind down and we approach 2023, you should expect to see this trend continuing. So, think about how you can offer a better proposition to potential talent and reshape your recruitment strategies so that they remain effective.

3. Flexible working

One of the biggest drivers of the so-called ‘Great Resignation’ has been the reluctance of employers to allow their employees to work flexibly, even on a part-time basis.

The message here is simple. Organizations must offer some form of flexible working wherever a job role can be carried out remotely. This must be communicated clearly in any job advertisements and during the recruitment process. Employers that fail to do so will find it difficult not only to recruit talent but to retain it, too. There really is no way around this; employees are demanding more flexibility in how, when, and where they work.

4. Remote recruitment

Remote recruitment came about as a result of the pandemic when we were all suddenly confined to our homes. Although the pandemic is over, remote recruitment is not. Regardless of whether your organization has brought employees back to the office or if they’re still working from home, remote recruitment is sticking around.

Remote recruitment not only enables recruiters to access a larger and more diverse pool of talent, but it also saves time, saves money, and is a much more efficient strategy for completing the initial parts of the hiring process. With remote and flexible working frequently being an option for most office-based employees, continuing with remote recruitment is a trend that will remain dominant in the long term.

5. The candidate’s experience

If organizations learned anything from the pandemic, it’s that employee experience matters. Listening to employees and delivering an experience that helps to support their health and wellbeing, promotes positive work-life balance, and encourages them to stick by is now understood to be non-negotiable.

The candidate experience has to reflect this, and the best recruitment leaders recognize it. Following up with all applicants, personalizing the hiring process, using surveys to gauge feedback, and encouraging candidates to try again are all methods that recruiters are using to improve a candidate’s experience.

6. More selective applicants

Recruitment leaders can expect to receive fewer applications, even for the most lucrative of positions. This is down to the shift in market dynamics we’ve already described. Candidates can now afford to be more selective about the jobs they apply to.

In response, organizations and recruiters need to make themselves more desirable. Prioritize your efforts that will appeal to your ideal candidates.

7. Focus on retention

We mentioned from the outset that the current market has been defined by an influx of resignation activity and a shift of power away from employers and towards employees. As candidates drive the market and resignation activity continues, retention is going to be an area of significant focus for all recruitment professionals.

With so many organizations now competing for the best talent and increasing salaries, doubling down on benefits, and offering flexible work, securing talent is only going to get tougher. As such, retention should be at the top of any recruitment leader’s mind when planning for the future.


These are our 7 recruitment trends to watch as we approach 2023. Are you looking for the tools to help you stay ahead of the curve in this year? Contact us and we can help you find the right solution for your business.

7 recruitment trends to watch for in late 2022

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