In the world of tech recruitment, it’s always a good idea to stay ahead of the curve. With that in mind, here are some key trends and forecasts in tech recruitment trends.
The recent ups and downs in the economy will change the companies’ strategies, which will adopt the “less is more” philosophy. A focus on the Quality of Hire (QoH) is expected: companies will make every hire count, reducing costs and increasing efficiency. Companies will apply a similar strategy to their tools: fewer, more consolidated tools that keep data in one place.
As companies strive to attract top talent in a competitive market. The blurring of the line between being in the hiring process and not officially being in the hiring process (such as being in a talent pool versus being an active candidate) could lead to more permeable recruitment processes. Nowadays, it is easy for a company to review a conference talk you gave or thoroughly examine your Github repository. It might be surprising to discover that you are already 60% through a company’s hiring process without your knowledge.
Moreover, the hiring process is expected to be reduced to its essential steps by conducting structured interviews focusing on specific, job-related competencies and asking candidates to provide specific examples of how they have used those skills in the past.
In addition, recruiters can ask candidates to complete a skills assessment or simulation that allows them to demonstrate their abilities in a realistic work-related scenario.
Another trend expected in 2023 is non-linear hiring processes: after COVID-19, companies had to adapt to an ever-changing scenario and become more flexible. To meet the candidates’ and companies’ needs, recruiters can re-think the hiring process.
Remote work will play a significant role in this process despite the dominant “always-on” work culture. In 2023, managers will widely use productivity tools to track progress, employee experience, and career development.
2023 will also bring a deeper understanding of the employee-employer relationship. The next step expected is having a meaningful conversation about the employee’s skills and career goals. Focusing on in-demand skills helps employees develop valuable expertise that benefits them, even after leaving the company.
As QoH and ROI data show, effective onboarding increases retention, improves the employee experience, speeds up the time to ROI, and improves performance. The onboarding in 2023 will have another added value: it will reappear in small bites throughout the entire candidate-employee lifecycle, especially after events like a promotion or leave of absence. Throughout this lifecycle, companies will make use of more advanced analytics tools to give data insights: by knowing which steps of the recruitment process can predict employee performance and which not, recruiters will make it more predictable and high-quality.
In 2023, data analytics will evolve and become more integral to talent management and business outcomes. This reality will require recruiters to upgrade their data analytics and managerial skills.
KPIs will become more rigorous in recruitment, as they significantly impact business outcomes.
Last but not least, Diversity, Equity, Inclusion, and Belonging (DEIB) will be more deeply integrated into core processes rather than being treated as a separate or optional function. The DEIB team will guide the selection and use of analytics tools to align with DEIB’s goals and values.
In 2023, tech recruitment will focus on quality of hire, candidate experience, DEIB, efficiency, and data-driven strategies. Companies that adapt to these trends will position themselves for success in the coming year.
By Martina