As we wave goodbye to what seems like a distant 2022, we’d love to be able to leave some of the bigger challenges employers and jobseekers faced with it; economic uncertainty, cost of living crisis, tech layoffs – the list goes on.
While sadly it seems much of this will be here to stay for the foreseeable future in 2023, it doesn’t need to be all doom and gloom.
We break down some key predictions for the year ahead with ways your business can stay ahead of your competition.
Quantity meets quality
The end of 2021 and the first half of 2022 saw an explosion in hiring; with job vacancies often outweighing the number of available candidates, and candidates receiving multiple job offers within days of their job search beginning. Then…along came the second half of 2022.
It brought economic uncertainty, inflation, increased supply chain issues – in part driven by the conflict in Ukraine, soaring fuel prices, and it felt like every other day we were seeing mass layoffs from tech companies.
In 2023, we’re expecting to leave behind that feverish hiring pace and scattergun feel that 2021/22 brought, and see a rise in more purposeful hiring. Quantity meets quality.
Instead of a race to snag the candidate by any means, we predict that we’ll see a real focus on hiring the right candidates, for the right roles, at the right times – even when hiring at scale.
Want to attract Gen Z? Make sure your employer brand does you justice
Did you know that almost two-thirds (63%) of Gen Z feel it is very or extremely important to work for an employer that shares their values?
If it’s quality you’re searching for – particularly in Gen Z candidates – make sure your employer brand is attractive and does your business justice.
2023 is a good time to take stock of your employer brand as research shows that 86% of workers would not apply for, or continue to work for, a company that has a bad reputation. Whether that’s putting your best foot forward on digital platforms, ensuring you’re creating a culture where employees are thriving or creating a truly transparent workplace – now is the time to do so.
In an economy where every hire matters, it’s time to make sure candidates aren’t scrolling past your brand to your competitors.
Say goodbye to ghosting
We’re hoping to say ‘see ya’ to the increase in ghosting that companies witnessed in 2022. While it’s not a new trend per se, it’s frustrating for all involved.
So how do you combat ghosting? While we can’t help you with your dating profile, when it comes to candidates we predict that employers need to be refining and improving their interview processes, pipeline management and communications.
In 2023, it will be even more important for hiring teams to be transparent and communicate openly with candidates; letting them know the next steps, timelines, and expectations (including if they’re not right for a role).
And now might be a good time to rethink any 14-step interview processes your company has.
In this incredibly tough market, you don’t want to let great candidates slip through the net because of a cumbersome interview process.
Pay & benefits reign supreme (maybe more than ever before)
In the current economy, with the cost of living crisis heavily impacting people, jobseekers are taking stock of pay and benefits and this will (unsurprisingly) play a heavy factor in their decision-making – not to mention improving employee retention rates.
And no, we’re not talking about ping-pong tables and mini beer fridges, but the practical benefits that can make a real difference to your employees at a time when financial concerns could be at an all-time high.
Financial wellness-related benefits are now the most desired innovative benefit, rising from No. 3 (29%) in 2021 to No. 1 (54%) in 2022. With 72% of employees reporting they are stressed about their finances – which in turn has affected workers’ mental and physical health as well as workplace productivity – we predict we’ll see an increase in employers providing practical financial support and education to their employees.
We expect to see benefits that connect more with what employees need vs perks that simply look good on job specs.
The remote vs hybrid vs office debate rages on
We know, we know, this topic has been raging since 2020 when the pandemic reared its ugly head, but don’t expect it to go anywhere in 2023.
Companies and employees are still finding their feet when it comes to the ideal solution that benefits all parties and we foresee a bit of push and shove to continue. While Hybrid working continues to be the most popular way of working, in October and November 2021, office jobs regained their lost ground and overtook fully remote roles in numbers for the first time since November 2020.
Looking forward, we hope to see this as being less of a power struggle between employers and employees and instead a collaborative effort that ensures a working environment that works for all involved.
Realistically, whether it’s office-only, fully remote or a hybrid mix, we believe it’s about creating a culture that promotes peak productivity – wherever your teams are working from.
Speak to your employees about what works best for them, take stock of when your business works at its best and aim to create something that truly works. If that turns out to be hybrid working, embrace it fully and think about how you can embed it into your culture.
Prepare for a year of resilience
At Adzuna, we’re expecting that businesses will need to be pretty resilient this year – especially if 2022 is anything to go by.
We’re predicting that a key focus for 2023 will be on quality. With more uncertainty around the corner, it will be vital to find high-quality hires that stay, to provide benefits that add to the quality of life of employees. Not to mention creating a working environment that creates high-quality work and collaboration.
What are your predictions for 2023?
Looking for quality candidates for your business? Our team would love to chat with you. Get in touch here.