It’s been an interesting year for recruitment and 2023 promises to be just as eventful, with jobseekers’ expectations changing and businesses facing more uncertainty.
Here are some of the trends and issues to keep on moving into the new year…
Top 5 UK Recruitment Trends in 2023
1. Pay Transparency
More and more, candidates want full transparency. If you’re struggling to obtain applications, then there’s a good chance it’s because you haven’t been clear about the job’s salary.
You might feel that not listing a pay range on your new role is a way of managing expectations, but it can also act as a barrier. For a candidate searching for a new role purely on the basis of salary, your job listing may be overlooked. For those not looking for a new role purely on the basis of salary, the candidate could see your unwillingness to state pay as a reflection of the company as a whole. Secretive. Insular. Stingy.
The answer to this is simple. Provide a wide pay range, and state that pay will be dependent on experience and expertise. This allows you to set expectations from the start, but leaves room for flexibility and negotiation within a reasonable range.
2. Strong Company Brand
It’s not necessarily true that the better your brand the better your candidates will be. However, it is true that stronger brands have a bigger pool of candidates to choose from. Gaining brand recognition is a long slog, but brand strength doesn’t have to be. At its core, it’s quite simple—is your company attractive to candidates?
If you’re not sure, there are a few ways to tell. Firstly, customer reviews. If you provide a good service or product, then people are more willing to work with and for you. If past and existing workers are happy, chances are your new recruits will be too. Your existing workforce is an important asset for recruitment, so utilise them.
3. Candidates Interviewing You
Incoming employees want to see if your business is a good fit for them. While recruits have always scoped out prospective employers, more workers than ever before are throwing it back to you. Expect candidates to have their own set of questions ready. If you’re not prepared to answer them, they might easily decide you’re not a good fit.
Related article: Interviewing skills - taking the fear out of the recruitment process
4. Increased Flexibility
The trend that began with the pandemic continues to be prevalent. Most candidates in 2023 will expect some degree of flexibility, even if it is flexible start/end times, or one day working from home. Of course, there are many roles that cannot support home working. However, in these roles there is still room for flexibility, and offering it might be the way to snag a candidate over a competitor. Conduct an audit of your roles and see what can be done. Could workers choose how to take their breaks? Could start and finish times be staggered or left open to begin an hour early/late? These are just a couple of options, but there are many others available which will be appealing to potential new staff.
Related article: Do Your Employees Have a Right to Request Flexible Working?
5. Career Mobility & Upskilling
LinkedIn’s ‘2022 Global Trends Report’ revealed that upskilling was one of the top priorities for today’s workers. This looks to continue into 2023, with workers wanting to begin roles that will invest in their future and development. A recruit will want to know that they can move to other areas of the business and learn new skills.
Expert Support with Recruitment & HR
Have any of the above trends got you thinking about your recruitment strategy? If you need a second opinion on any area of hiring, firing, or HR in general, Croner has an expert waiting to take your call.
Related articles:
Expert support
If you need support with employee productivity or conduct, speak to a Croner expert today on 0844 5618133 and quote code CHC22 along with quote number 911059.
Every FTC business member can also claim a free Croner goodie bag containing a mouse mat, pen, coaster and mug.
