Forecasting tech recruitment trends in 2023

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 predictions for tech recruitment in 2023.

1- Focus on the Quality of Hire (QoH)

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. A similar strategy will be applied to the tools used by companies: fewer but more consolidated tools, which can keep data in one place.

2- Candidate experience will continue to be a priority

 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.

3- The hiring process is reduced to its essential

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. However, in 2023 is expected a wider usage of productivity tools, used by managers to track progress, the evolving employee experience and career development.

4- Stronger focus on 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. By focusing on in-demand areas in the job market, companies can help employees develop valuable skills that will continue to benefit them even after they leave the company.

5- Effective onboarding

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.

6 – Data analytics in tech recruitment will continue to evolve

In 2023 the use of data analytics in the talent/people space will continue to evolve and become more integral to business outcomes. This reality will require recruiters to upgrade their data analytics and managerial skills. Moreover, KPIs are expected to become more rigorous throughout the recruitment process, as they have a significant impact on the business.

7- Deeper integration of Diversity, Equity, Inclusion, and Belonging (DEIB)

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 is expected to be involved in key decision-making regarding the selection, implementation, and interpretation of analytics tools to ensure that these tools are being used in a way that aligns with DEIB’s goals and values.

Given all this data, who is expected to be in the winners’ circle?

  • Executives will benefit from having more data available to make informed decisions.
  • Candidates will have a more personalized and positive experience during the hiring process and may have the opportunity to fast-track in some cases.
  • Learning and development programs will become more prominent as the value of onboarding and internal mobility is recognized. Employees motivated to learn and grow will have access to structured support and opportunities for advancement.
  • The talent/people team will be able to demonstrate the strategic value of their work, as data transparency leads to better decision-making and business outcomes.

To sum up, the tech recruitment landscape in 2023 will be shaped by a stronger focus on Quality of hire, a prioritised candidate experience, efficiency in the hiring process, focus on career development, effective onboard and usage of data in tech recruitment as well as a deeper integration of Diversity, Equity, Inclusion, and Belonging (DEIB). Companies that are able to adapt to these trends and leverage them to their advantage will be well-positioned for success in the coming year.

By Martina