Expert Predictions For Recruitment in 2023

 

Alex Gunthardt, Founder & Operations Director at CV Insight

 

 
“Thorough social media checks will become even more important in 2023 for the recruitment industry. Social media checks retrieve publicly available information on social media sites to provide insight into a candidate’s background and character. These are considered particularly important for regulated industries, for any company that conducts work of a sensitive nature where the job role may involve access to sensitive information or for a job role which is considered high profile for example a senior position within a company.

“One of the main reasons prospective employers might complete social media checks is to get an insight into if you could be a good culture and values fit for the company. However, they are also looking for certain reg flags or risks, which mainly include: Extreme Views / Opinions; Hate & Discriminatory Behaviour; Inappropriate / Undesirable Content; Illegal Activities; Addiction & Substance Abuse; Violent Content; and Sexually Explicit Content.

“As searches will highlight the behavioural risks identified within social media profiles, this is now an essential part of the background screening process, particularly when hiring. It’s worth noting, however, that these checks should only be run as part of your pre-employment screening for candidates that have been offered employment with your company, and not for assessing candidates in the recruitment process.”
 

Nicholas Hopkins, Associate Director at IT Recruitment Agency VIQU Ltd.

 

 
“I am already seeing many established contractors make the move to permanent employment, and I expect this to continue into 2023. This is largely due to the need for security. With the cost-of-living crisis and uncertainty regarding IR35 legislation in October & November 2022, some contractors are looking to avoid ‘risks’ associated with contracting/freelancing.

“Many companies will continue to pay exceedingly high salaries to attract top talent. For businesses who do not have the budgets to do this, I am already seeing many lower their expectations regarding years of experience, taking on less experienced individuals. I am also seeing some companies specifically seek out certain soft skills, and then establishing rigorous training/upskilling to bring them up to speed. This level of investment is a long game, however, it is necessary for companies who cannot compete on salaries. I expect this approach will continue into 2023 and for years to come.

“Diversity and Inclusion will play a massive role in talent acquisition strategies in 2023. Of the two client pitches I’ve been involved in in the past month, both specifically requested us to cover our approach to D&I and how we can support their D&I goals in 2023.”
 

Richard Prime, Founder and Co-CEO at Sonovate

 

 
“In 2023, the recruitment industry will need to prepare for potentially tough times ahead. But we know that recruitment (and particularly contingent recruitment), has a history of being resilient in challenging market conditions.

“In 2022, the contingent market grew even further than it did in 2021, with over two-thirds (67%) of businesses experiencing a shift towards a greater proportion of their workforce comprising contingent workers. This marked a significant increase from 2021, when 55% of businesses said the same. We predict that 2023 will see an even greater proportion of freelance or contract workers, especially among more experienced workers who cannot afford to retire amid the cost-of-living crisis yet would like more flexibility in their careers.”
 

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Noura Dadzie, Senior VP at Talent.com

 

 
“In 2023, pay transparency will become an increasingly widespread practice. It’s already gaining momentum in the UK, with 20% of job postings listing salary details. A recent study by Talent.com demonstrated that support for salary transparency is overwhelmingly high, with 98% of respondents saying that listing the salary at search level is important to them.

“Yet salary transparency goes beyond what might be useful to the individual, and can be adopted in the pursuit of stamping out pay inequalities. Our research found that almost 3 in 10 respondents reported pay discrimination, with more than a third from the youngest generation. On the most recent International Women’s Day, a pay transparency pilot was launched by the UK government. Companies that took part were required to list salaries on all job openings, aiming to attract more female candidates, alongside other groups who are statistically less likely to negotiate wages.

“Support for requiring salary transparency is high. Of Talent.com’s survey respondents, 81% believe that employers should be required to disclose salary ranges in job descriptions, with 79% supporting a law requiring the practice. In 2023 we will likely see the impact of ratified UK salary transparency laws on the near horizon.”
 

Rob Tice, Director at BMcPrecept

 

 
“Retention of staff is a massive issue. Pay is, of course, a huge factor in keeping employees happy but flexible working and other factors are becoming increasingly important.

“It is also important to bring in the right staff. Currently, we are seeing a lot of people in roles that they may not be suitable for simply because the company has struggled to find the right candidate, and that has a knock-on effect for management, owners and clients.

“Brexit hasn’t helped the jobs market but the huge drop-out of people aged over 50 in the labour market is something that is being addressed, these people are seen as a huge asset to our country with their skills and experience.

“We are also seeing quality apprenticeships come back in fashion, with more companies seeing the value of employing apprentices at all levels including degree-level apprentices.”
 

Khyati Sundaram, CEO at Ethical Hiring Experts, Applied

 

 
“‘Gut instinct’ has long been held up as a north star in recruitment. The problem is that our instincts are rooted in unconscious biases which can unfairly influence our decisions – including who we choose to hire and promote.

“To unlock top talent and tackle business challenges in 2023, HR leaders will look to more objective and fair methods to make hiring decisions. This will see the use of anonymous applications phase out CVs, which can trigger bias around anything from candidates’ names, to where they went to school. Instead, we will see increasing numbers of recruiters use skills-based assessments this year.

“Skills tests have been shown to be three times more predictive of candidate performance than CVs that lean into gut instincts. Companies including Unicef, Ogilvy, HarperCollins and Comic Relief are already testing for role-relevant skills to uncover the best candidates for roles, and to organically diversify their workforces. Soon, skills-based hiring will be the gold standard for predictive, ethical recruitment everywhere.

“In addition to anonymous applications and skills tests, we’ll also see peer review panels and ‘blind’ scoring replace gut instinct to help companies hire the talent they’ll need to come out on top in 2023.”
 

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Oliver Savill, Director at Test Partnership

 

 
“The number one HR trend that I see for 2023 is the use of artificial intelligence (AI) and machine learning. The workforce has seen exponential growth in recent years, presenting tremendous challenges for recruitment. This growth has rapidly outpaced HR’s capacity for manual screening, particularly regarding CV / resume sifting and remote interviewing.

“By training AI to identify high potential candidates based on their uploaded CVs, HR teams can effectively outsource this task, freeing them to add value elsewhere. Similarly, by training AI on existing remote interview data, AI can effectively rate the interview performance of applicants, removing the need for human interviewers.

“Naturally, this approach isn’t without controversy, particularly regarding diversity and inclusion. Historically, recruitment AI has been accused of unfair bias against women and ethnic minorities, resulting in hesitancy from HR teams. Organisations must therefore choose their AI partners carefully, continually assessing the fairness and effectiveness of any AI based HR initiatives. Nevertheless, the technology behind AI has made huge strides in recent years, solving many of the initial problems. In 2023, I envision a significant warming to the application of AI in the HR space, with wide scale implementation becoming increasingly common among large employers.”
 

Paul Stollery, Co-Founder and Creative Director at Hype Collective

 

 
“2022 was the year that forward-thinking brands utilised TikTok as a recruitment channel. 2023 will be the year that this goes mainstream.

“There’s an expectation from Gen Z of always-on video content, and this permeates every aspect of their lives. Their careers are no exceptions. If you’re looking to hire Gen Zs and you’re not using TikTok to showcase what working at your company is like, you’re likely already falling behind your competitors.

“The platform is also growing as a search engine. In 2022, approximately one in six UK 18-21 year olds said they’d prefer to search for career advice on TikTok than on Google. Whether it overtakes Google in 2023 or not, there’s no doubt this number will grow.

“And this won’t just be for companies looking to recruit Gen Z, either. While it might be unthinkable now, in its early years, Facebook was the exclusive domain of teens and people in their early 20s. Around 2010, this started to shift as everyone’s parents started to join Facebook, too. And the transformation in demographics happened fast.

“That shift has already started on TikTok and will gain pace in 2023. This is in part thanks to TikTok’s TV ad push but also down to the simple fact that everyone’s mum already knows what TikTok is – so them crashing the party is inevitable.”
 

Liz Villani, Founder at #BeYourselfAtWork

 

 
‘’In 2023 we are going to see companies opening up job opportunities to candidates from a far wider array of backgrounds. Businesses are aware that skills are more transferrable than ever given changes in working practices brought about by technology and so are increasingly judging candidates on who they are rather than what they’ve achieved.

“Recruiters have already started assessing candidates on their personal values and traits rather than simply looking at their past experience and how far it matches the advertised role. Instead of assessing candidates based on the boxes they tick, selection processes are focusing more on abilities and characteristics. This included finding out how candidates solve problems, demonstrate resilience or deal with crisis situations.

“We’ve seen this week that Santander has removed the requirement for a 2:1 degree from its graduate recruitment scheme, and there’s evidence that more companies are taking away degree requirements altogether when hiring.

“A report from Harvard Business School and Emsi Burning Glass shows that between 2017 and 2019, employers in the US reduced degree requirements for 46% of middle-skill positions and 31% of high-skill positions, a trend which has also been seen in the UK.’’
 

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Simon Noble, SVP EMEA at Magnit

 

 
“As the labour market continues to deal with phenomena such as the great resignation, skills shortages, and increased mobility, hiring across borders is a trend we will see continuing to increase in popularity.

“By tapping into markets across Europe, or perhaps even further, firms can hire highly skilled workers that aren’t necessarily demanding the same rates we are seeing in countries such as the UK. For example, According to Magnit data, Warsaw, Poland has an excess in supply of over 60,000 IT workers that could be hired to work remotely, taking advantage of the post-pandemic shifts in the world of work.”
 

Steve Watson, Director of Policy and Research at FinTech Cushon

 

 
“A greater focus on pension consolidation. Most people have pension pots from previous employers that they sadly don’t pay any attention to. This year, we’ve seen more and more providers recognise this issue and campaign for pensions all in one place. We should expect to see this trend continue to grow in 2023.

“However, getting employees on board could be difficult as engagement levels with pensions are notoriously low, and this is something that has a lot to do with user experience and not-so-great customer journeys.

“It does make sense for people to have all their pensions in one place, but it must be made easy, and this can be done by having a great tech-first, app-based journey for savers, and not having an over-reliance on paper-based documents which dominate pensions!

“Not only can personal finance apps drive engagement, but they can help bring these pots together, enabling people to have an accurate view of their finances, particularly during the cost of living crisis, all from one place.”
 

Jamie Town, Founder at ClaricoXL

 

 
“Retention! Retention! Retention!

“A major trend for businesses this year will be focusing on staff retention – keeping their best employees, avoiding a high staff turnover and ensuring recruitment budgets are lower.

“The past couple of years has seen the double whammy of furlough, and its repercussions on staffing levels, followed by the Great Resignation. This combination has increased the pressure on employers to retain the quality staff they have – or risk losing them.
“This is why retention, and doing it successfully, will be a trend in 2023. You would expect retention to be high for any business that wants to succeed. As part of this focus, employers and HR teams need to examine what they can implement to keep the people they have, while ensuring those they are hiring are also going to be the ideal fit and not leave within a matter of months.

“Consequently, I expect employers will turn to psychometric testing more this year. This will enable the benchmarking of roles, and also assist in the recruitment process. Get it right at the beginning and you won’t be hiring the wrong people. This testing is crucial to retention as it ensures employee behaviours align with the job role.

“Jobs have traditionally been filled based on skills and experience and people leave or are fired due to behaviours such as poor performance. This will change this year as part of employers implementing a long-term retention strategy.”
 

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Tony Guadagni, Senior Principal at Gartner HR

 

 
“One of the most significant shifts anticipated is the slowing pace of adding new headcount, though many organisations will still be facing talent shortages. We expect organisations to find new ways to acquire the skills they need, including driving talent mobility, pursuing alternative employment models or rethinking talent pools to include non-traditional candidates”.
 

Jill Gates, VP Culture and People, Europe and Asia at Ensono

 

 
“2022 has seen women’s careers continuing to be underserved in the workplace. Recent Ensono research found that 67% of women said they have experienced discouragement or setbacks while pursuing a career in technology, with a shocking 45% reporting being pointed away from a career in tech in high school or earlier. Despite the economic uncertainties, I am hopeful that businesses in 2023 will recognise that skills and training development should be as inclusive as possible. Building this broad, diverse pool of talent will be essential for firms to build a resilient and innovative workforce that is well placed to support post-recession recovery.

“This year has seen an emerging struggle for women to find time and space for developing their skill sets in the flexible, post-pandemic ways of working. Women in the workplace often face an array of pressures, regularly balancing caring responsibilities at home with demands at work. Employers have fallen behind in inclusively developing learning and development opportunities. This is lacking across the board for UK women in tech: Ensono research found just 14% had an official mentorship program at work and 16% had employee groups for learning/professional development.

“Looking ahead into 2023, it is essential that hybrid work does not ‘leave behind’ women in supporting them at work, and ensures they receive continuous learning and development – with programmes delivered flexibly to reflect new ways of working. The stakes could not be higher. When asked if they had been told that a lack of training and development has prevented them advancing in their careers, 45% of women in the UK agreed.”
 

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Ellie Middleton, Autism and ADHD Campaigner

 

 
“Having a workforce filled with brains that work in different ways is not only the right thing to do but the only way to succeed. In 2023, we will see this finally come into action across the board thanks to the awareness raised in 2022 on neurodiversity. 100% doesn’t look the same for everybody, and companies will recognise this and adjust accordingly.

“Businesses will move hiring processes away from a one-size-fits-all approach – such as a traditional interview environment – to a flexible approach to allow the individual to prove their potential in a way that suits them.

“Alongside this, more companies will offer flexibility, understanding and support to our whole workforces.

“The world is changing faster than ever, and our best (and only) chance of keeping up is by tapping into as many different ways of thinking as possible. Businesses need talent that can see things from a new perspective, identify patterns they hadn’t noticed before and bring brand new ideas to the table – and that means tapping into neurodivergent talent pools.”
 

John Paul, CEO at RAMP Global

 

 
“With the hiring challenges we’ve seen in 2022, this year organisations will focus more on internal mobility, upskilling and cross-skilling, as recruiters look to take a more prudent approach to hiring.

“Previous challenges will also encourage employers to look further afield for talent, hiring and acquiring skills internationally. With the cost of labour much lower in other countries (and organisations feeling the pinch of the recession) and with so many tools available to make global recruitment effortless, this will seem like an obvious choice to many.

“Digitalisation in recruitment will really ramp up this year, to reduce the amount of people involved in the process.

“I predict graduate and trainee programmes will be developed at a much faster rate as employers tackle the lack of talent available.

“Finally, it’s likely there will be a reset on salary levels. Employers have had to overpay to acquire talent in 2021 and early 2022, so organisations will try to reset this to normal levels.”
 

Antony Woodcock, Managing Director at Gig

 

 
“The outlook for 2023 is one of uncertainty. I predict that we will see a continued rise in gig recruitment. 2022, was our busiest year to date highlighting that people are turning to the gig economy to solve their recruitment challenges. More and more people are seeking out flexible, project-based work and companies are having to adapt their recruitment and talent solutions to meet these needs. In uncertain times businesses also usually rely on more flexible outsourced solutions than fixed cost alternatives which will push the gig economy further.

“Hospitality is going through a recruitment crisis and sadly in 2023 it is likely to worsen unless hospitality venues relook at their recruitment strategies and create more flexible opportunities. I also think there needs to be a wider piece done to change the perception of working in hospitality amongst the young generation, and I am hopeful that businesses will start to look at this in 2023.

“I know we have been saying it for the last few years but I also predict we will see a further rise in the use of data being used in the recruitment process.”

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Hywel Carver, CEO and Co-Founder at Skiller Whale

 

 
“As we navigate the start of 2023, job security is a big concern. Job vacancies in the tech industry will reduce, Emerging tech will find the market incredibly competitive, as companies will be hesitant to place trust, and budget, behind the unknown.

“Technology adoption: I expect existing semi-established and ‘growing’ techs with momentum to continue to grow.

“Slow down in emerging tech verticals: With a lower appetite for speculative investment, companies who haven’t got to profitability focusing on Deep Tech, AI, VR etc will be likely to take a hit.

“Predicted tech trends:  Python will be continuing to increase in its importance. It’s a solid bet for the backend, and is important for AI / ML development.
TypeScript is likely to continue to rise in popularity because it brings additional type-safety to frontend development. We’re likely to see more AI and ML tools that can be implemented, so learning how to use them will be really important.

“Helping the talent you have, shine: Hiring is costly and time consuming, especially when you’re trying to fill a crucial skill gap in your tech team. A good way to counteract this is by prioritising targeted coaching for your talent, and helping them to grow their unique skillset. Unfortunately, companies are feeling the crunch, and L&D isn’t being given the budget it deserves. The reality is we will see tech leaders being asked to achieve more, with less resources.

“Tech companies will be looking to make savings wherever they can, with many joining the cloud to save on running their own servers.”
 

Sylwia Smietanko, HR Specialist & Recruiter at Passport Photo Online

 

 
“One Recruitment Trend that we’ll see in 2023 is the implementation of technology in the recruitment and management process. The use of technology has become increasingly popular in recent years, and in 2023, there will be an increase in companies that will include the latest technologies to attract and retain talent, automating some tasks and improving the entire process.

“The benefits of technology are multiple. Some software, for example, helps detect and eliminate bias in job descriptions, attracts a diverse workforce, and promotes an inclusive workplace. More and more companies will include technology, such as Applicant Tracking Systems (ATS), to make the screening process more efficient and quick. This technology helps to track and screen resumes and applications, identify the most qualified candidates, and schedule the first interviews.

“Even interviews can benefit from technology. Video interviews, for example, are increasing today and are a powerful way to reach candidates remotely. Ultimately, Artificial Intelligence can come to the aid too. Particularly in the first stages of the recruitment process, this technology can help schedule interviews or ask frequent questions.

“To conclude, technology can be a real help for HR, improving and speeding up the recruitment process.”
 

Simon Swan, CEO and Co-Founder at Hiring Hub

 

 
“The shrinking economy and subsequent job market uncertainty could mean we’ll witness the democratisation of the recruitment market in 2023, as more businesses adopt a merit-based and cost-savvy approach when choosing which recruitment agencies to work with.

“While the recession hasn’t significantly slowed down activity in the sector yet, businesses will still be reviewing their hiring strategies to understand where efficiencies can be had. As such, we’ll likely see a big change in how organisations work with recruitment firms.

“Businesses will be less reliant on using one or two of the larger, more rigid and expensive recruitment agencies to fill their roles. Previously this was the easier option to choose one or two key partners to keep recruitment management to a minimum and firms would still be able to find suitable candidates.

“Instead, the current budgetary challenges mean businesses will only be looking to hire and invest in the very best talent. To do that, we’ll see increased demand for specialist and boutique agencies that have the necessary insight and sector knowledge, as well as access to top tier candidates. The marketplace technology that supports this merit-based approach will be in high demand in 2023.”
 

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Karolina Kijowska, Head of People at PhotoAiD

 

 
“One of the most important recruitment trends we’re about to see in 2023 revolves around finding lower and mid-level candidates. More and more recruiters need to realize that attracting top talent for lower positions requires a way more proactive approach than before. What it means is that you’re more likely to fill the gaps and secure talented candidates if you approach them directly on LinkedIn and don’t wait for them to make the first move. In this metaphorical chess match, the recruiters are the white pieces.

“Moreover, recruiters will have to work with the whole HR team to create a benefits system that will draw candidates in. It seems each year brings new priorities in this area, and 2023 is no different. Recruiters need to brace themselves as candidates, especially Gen Z, will expect benefits that focus on employees’ well-being and a certain emphasis put on mental health. Anything less will likely not be enough and the lack of similar benefits might turn out to be a considerable disadvantage.”
 

Mariusz Zabrocki, General Manager at FREE NOW UK

 

 
“Employees are the most important aspects to consider when discussing recruitment trends. Currently, over 50% of the workforce are Millennials, and by 2025 27% of the workforce will be Gen Z. These two generations have very different values, needs and expectations to those that have gone before and that needs to be borne in mind.”

“For example, millennials and Gen Z: Put sustainability at the forefront and, when considering a job offer, they give preference to businesses that do the same.

“Unlike previous generations, they increasingly value a generous benefits package over a salary increase. According to a recent survey by FREE NOW for Business, 60% of candidates strongly consider the benefits package before accepting a job, and 80% of employees would prefer additional benefits over a pay increase
They are much less likely to own a driving licence or a car

“Many continue to work partially from home and, when they do need to commute, they want to have the flexibility and pick a transport option that suits their lifestyle. They are the digital generations – they are used to spending technology fulfilling all aspects of their lives and they want that tech to be attractive, convenient and easy to use.

“These data points explain why mobility benefits – having access to a budget that employees can spend how they like on a wide range of transportation choices, including eBikes or eScooters – are becoming increasingly popular. The same FREE NOW for Business research revealed that, within the next three years, company cars will be integrated into just 37% of employee benefit strategies compared to 90% today, so mobility budgets are a huge trend that should be both on companies’ and recruiters’ radars in 2023.”
 

Anthony Sutton, Founder and Managing Director at Cream HR

 

 
“I think that many of the patterns of 2022 will continue into 2023. Whilst the economy is uncertain and there are sure to be a lot of redundancies, unemployment rates remain low and new roles are being created all the time. The global skills shortage remains, which is exacerbated in the UK as a result of Brexit. As a result the fight for the best talent will be as intense as ever.

“The need for employers to offer flexible and remote working will continue and we will see a continued push for employers to offer considerable flexibility to new employees. This requirement will continue to grow as baby boomers leave employment and Gen-Z enters the workforce. Recruitment will continue to see advances in the use of technology, but this is one area where employers need to be careful.

“In a market where quality is scarce, the candidate experience is of paramount importance. It always should be, but for years many employers have treated candidates with disdain. Employers who continue to adopt this approach may struggle. Employers who plan well, who genuinely value the candidate experience, who create and deliver a positive and attractive brand should fare well.”
 

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Jonathan Ellerbeck, Group Co-Founder and CEO at Gravitas Recruitment Group

 

 
“In 2023, there are several key trends in recruitment that are worth noting. Firstly, the shift in the way investors approach the tech industry. The industry has traditionally been seen as a strong investment opportunity, but post the “Mini Budget” and IR35, investors have become more risk-averse resulting in companies needing to deliver meaningful outcomes to their investors, quicker.

“Secondly, the pendulum between working from home (WFH) and office-based work will continue to swing. Whilst the adoption of remote working during covid was staggering, we are seeing clients shift away from 100% remote roles to a mixture of office and remote – with at least one day within the office. This is because our client’s are keen to take advantage of attracting top talent regardless of geographical location. Maintaining the right balance here will be interesting to watch.

“Finally, job seekers will become increasingly selective in their choices. To attract top talent, companies must demonstrate positive candidate experiences that highlight transparency around company culture, values, compensation, and growth opportunities.

By adapting to and embracing new technologies and approaches, we can help our clients position themselves for success in the competitive world of recruitment.”
 

Faye Haddadi-Tehranian, HR Manager at Xampla

 

 
“As more and more people seek a working life with real purpose, sustainability-led businesses are in pole position to hire and retain the world’s best talent.

“In an “employees’ market”, it is also essential for good companies to offer tangible benefits beyond pay. At Xampla, we have already introduced a health and wellbeing programme and enhanced our employment offering to include private medical insurance, enhanced sick
pay and access to counselling.

“We offer flexible working across the business too to promote a healthy work life balance. It means our staff can have it all – progress in their careers, fulfilment in their family lives and even the opportunity to study alongside their work.

“Another overriding requirement for getting the best staff is a demonstrable commitment to diversity and inclusion. Though women have historically been underrepresented in science and technology, data suggests that increased cultural diversity is a catalyst to innovation, as businesses run by diverse leadership are more likely to develop successful new products and technologies.

“Meanwhile, we at Xampla see huge benefits from the range of experiences our team brings and we expect to see more and more companies following our lead in prioritising purpose, people and diversity over the coming year.”
 

Jason O’Connor, Co-Founder and Sales Director at Total Merchandise

 

 

“Rise of onboarding kits that reflect the flexible nature of 2023 workplaces: Onboarding kits that reflect the versatile nature of the post-pandemic workplace are going to become increasingly popular in 2023. We’ve noticed that our customers across a wide range of industries are choosing to compile welcome kits that include items designed to make the option of hybrid-working easier, including laptop bags, chargers and travel mugs.

“If you’re hiring for multiple roles at your tech firm, you can take things one step further by ordering products that are printed with your logo and the individual names of your recipients.

“This became popular during the pandemic when it was used as a way to avoid inadvertent cross-contamination. However, we’ve really seen the trend take off again in recent months and whether your new starters are based in the office or WFH, it’s a brilliant way to welcome them to the team.”
 

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George Barnes, Co-Founder and Director at Hamilton Barnes

 

 
“Trend 1: Technology won’t be affected by the recession: Where a recession usually sees businesses cutting back on spending in areas like marketing, tech and infrastructure, we’re seeing the opposite trend in recruitment. Businesses are investing heavily in cybersecurity because cybercrime soared during COVID-19. But a global skills shortage of 3.5 million cyber professionals has left us playing COVID catch-up and this demand for top talent is causing salaries to skyrocket.

“Hamilton Barnes is seeing cyber positions that used to pay £80k being advertised at over £110k to draw in the most experienced talent. Organisations that can’t compete are offering graduates salaries of £50k+ when their only cyber experience is studying it in a textbook. But until there is greater external investment in the sector, what choice do businesses have? After all, no experience is better than no staff.

“Trend 2: 2023 will be the year of greater diversity: It is widely accepted that women demonstrate a keener eye for detail than men, and their brains are more analytical brain, making them perfectly suited towards the likes of cybersecurity roles. Furthermore, recruiting people with neurodiversity is a way of filling vacancies with people who often possess the ability to remain hyper focused and can contribute newer ideas from different perspectives.

“As tech wakes up to diversity being crucial to the success of the sector, organisations are examining the inclusivity of their employment policies and championing diversity of thought. But there’s work to be done to root out misogyny, stereotyping and unconscious bias and investment is required to attract candidates.”
 

Lewis Maleh, CEO at Bentley Lewis

 

 
“2022 was not an easy year for recruiting and retaining talent. The Great Resignation and Quiet Quitting are two examples of how the year impacted the movement of people. With challenges continuing into 2023, companies are likely to continue to find it hard to recruit in the immediate months.

“However, there are ways prudent employers can set themselves up for success: Whilst salary is an important factor for candidates, culture and how you make people feel will continue to grow in importance in 2023. People can see through empty gestures. An awesome culture is built on autonomy and flexibility; where people feel supported and able to be their authentic selves. These will be key considerations for candidates in 2023.

“Ditching the idea of the “perfect candidate” will be important in 2023. They aren’t out there. Instead, find someone who has exceptional potential and a proactive attitude, make investments in them.

“Successful companies in 2023 will be those upskilling for the digital age and recruiting for the future. Forward-thinking employees will be recruiting in emerging areas like AI and the Metaverse and incorporating opportunities for candidates to upskill into their offer packages.

“With the world as connected as it is, people will know about poor recruitment experiences. A bad reputation will affect your ability to attract people. If you do make redundancies, show empathy. People remember how you make them feel and this will significantly impact your ability to rehire when the time comes.”
 

Julie Kellett, Head of Human Resources at Moneycorp

 

 
“This has been gradually emerging ever since the pandemic, but after the ‘quiet quitting’ phenomenon that rocked the workplace last year, I think we’ll see companies doubling down even further on the things that matter to employees and prospects. This will cover everything from having robust DE&I policies that truly drive the company culture, even in the face of pushback, to ensuring they’ve got their house in order from a more general ESG perspective. Employers need to be espousing and embodying values that reflect the talent they’re looking to attract.

“And the key word here is ‘embodying’; they need to walk the talk. The culture and vision sold to a candidate at interview must be accurate of what is actually happening in the organisation. In 2023, people will expect more of employers on this front, and hold them to account – or simply leave – when it’s not the case.

“More positively, I’m expecting this to be the year we say goodbye to arbitrary measures of what constitutes the ‘right’ kind of talent and an ushering in of more inclusive, outside-the-box approaches to procurement. We’ll see fewer barriers like essential qualifications, and more focus on nurturing talent through apprenticeships. That seems like a good new year’s resolution to me.”
 

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Neil Purcell, Founder and CEO at Talent Works

 

 
“RPO and embedded recruitment moves to project based. With an uncertain economic climate, but parts of the economy still growing, many employers still need to hire, but without the risk associated with long term RPO contracts.

“In 2023, RPO contracts will become more flexible in response to companies’ needs for increased recruitment capability using a professional service such as RPO, but without long term commitments.

“Flexible RPO solutions offer the ability to scale up or down, regardless of where you are in the project. This is particularly valuable to organisations who are scaling or growing, as it allows them more control from their existing budget.

“SMEs will begin to use on-demand RPO or embedded recruitment solutions more frequently, as embedding expert recruiters into their business for projects of all sizes offers greater value and control. In recent years, it’s become more common for small to medium sized companies to use these solutions, where once they were mostly associated with larger organisations.

“As well as smaller companies using this type of solution, organisations are now often using them for smaller scale hiring needs too. This marks a change from these types of solutions typically only being used for larger-scale or longer-term hiring needs.”
 

Nebel Crowhurst, Chief People Officer at Reward Gateway

 

 
“The world of work has changed dramatically over the last few years, creating a significant shift in employee expectations and priorities. The top three employee must-haves in 2022 were fair pay (74%), a manager who cares (64%) and flexible working (57%). In 2022, recruiters and employers had to pivot to respond to new attraction challenges whilst also grappling with rising business costs and a shrinking talent pool.

“21% of employees say they want to leave their job, but think it’s too risky in the current economic climate and 18% say they are actively looking for a better paid job. We know that many businesses aren’t in a position to increase salaries in line with inflation right now. So, how can employers address the challenge around competitive pay?

“Increasing financial wellbeing support should be a top priority for employers as the cost of living crisis continues. Meaningful financial wellbeing support is an extremely effective way to support and retain your people and enhance your employee value proposition.”
 

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