4 Reasons Why You Should Invest In Talent Acquisition Strategies For 2023.
As the year progresses, procurement and recruitment departments throughout the world build talent management strategies for the upcoming year. The best hiring teams take on a variety of challenging projects and focus on crucial areas such as:
· Identifying and resolving problems with their hiring procedures
· Taking another look at the terminology in their job descriptions
· They are rethinking their talent management.
· Rethinking what it means to be a “qualified” candidate
· They are rethinking how and where they find elite talent.
The most important task for talent acquisition teams is to develop a specific action plan to improve their recruitment operations. However, in developing their talent acquisition strategies, these organizations should keep up with industry developments, particularly those that may affect their day-to-day operations.
In light of this, here are top talent acquisition trends to be aware of in 2023.
Increased talent nurturing
Candidate nurturing is an important aspect of data-driven recruitment and talent management. Manually emailing prospects takes a lot of time and effort. It’s also an out-of-date, ineffective, and unsustainable way of cultivating relationships with potential hires and pushing them through the hiring process. In 2023 or even beyond, automated nurturing will be what eliminates the unneeded complication and waste of traditional communications while also ensuring that your team’s candidate approach is tailored. The best nurture systems strike a balance between inventiveness and perseverance. They’re also evaluated and optimized regularly (quarterly or monthly) to guarantee that each nurture campaign builds on the one before it.
For example, Lever customers cut time to hire by 19 percent (from 49 to 40 days) and boosted the average amount of sourced recruits by 40 percent after implementing nurture tactics
Increased focus on employee engagement
The Great Resignation is still going strong as of late 2021. In the meantime, The Great Return (to the office) has come to a halt. Those have led to a global realization among company leaders that scattered workforces will continue to be commonplace in 2023. (and, really, the foreseeable future). As a result, companies with both in-office and at-home employees must adapt their employee engagement activities.
In 2023, good company culture will be more about ensuring that employees, regardless of geographic location, feels seen and understood by colleagues and managers, appreciate the importance of the work to their team or organization, and are put up to succeed in their roles, all this will be possible with good talent acquisition strategies.
Increased internal mobility
According to Randstad RiseSmart’s 2021 Career Mobility Outlook poll, nearly nine out of ten human resources leaders believe that 10 percent of their companies’ unfilled positions could be fulfilled internally in 2021–22. Furthermore, 88 percent of these talent management experts indicated their employers encourage their employees to apply for internal positions. These findings reinforce the concept that, in an extremely competitive employment market where it is difficult to hire well-qualified applicants, C-suite executives are finally realizing the importance of maintaining existing personnel.
Improvement in employee well-being
Burnout is a real thing. To complicate things harder, CEOs stated the most difficult aspect of the epidemic for their companies was staff well-being. Leaders must confront it head-on in 2023 (if they have not already).
Consultants, talent acquisition specialists, and professionals have been particularly severely struck by burnout in recent years. Aside from attempting to meet unrealistic hiring goals, those in talent management and HR have had to adjust to major changes such as virtual interviewing cycles and keeping in sync with colleagues.
Business executives, especially those in charge of human resources, would be advised to listen to their advice in the new year to assist guide their employees into what is — and will likely remain — a chaotic and uncertain environment in 2023.
Conclusion
Recruiters must work hard to achieve their companies’ equality and diversity goals while still competing with their colleagues for the best candidates. Especially because companies must meet the strong demand for highly trained candidates’ expectations for a desirable pay range, bonuses, health benefits, and a flexible, safe, and reactive work culture.
