2023 is here… but are we ready? Recruitment and human resource trends
With the festive season now in the rear-view mirror, many people are looking ahead to what 2023 will bring. With the hangover of last year still vivid thanks to rising inflation, interest rates at their highest since the 1980’s, Covid 19 still a constant topic in the media and major weather events, it’s hard to remain optimistic about the year ahead.
With so much uncertainty, now more than ever companies need to ensure they stay ahead of an everchanging landscape and prioritise certain aspects that will ensure retention and success. This month we look at the 9 top predictions for leaders in 2023 (gartner.com.au):
1. Hybrid flexibility for front line staff
Over the past two years, organisation have been solely focussed on ensuring that their office bound staff have the flexibility and ‘choice’ to work in the office and from their own chosen location. In 2023 and beyond, smart organisations will ensure they allow for their ‘front line’ staff to now have a similar alternative. To achieve this, implementing policies around more paid leave, more control over schedules and greater stability should be considered.
2. Alleviate pressure on managers
The pressure on management has never been greater to ensure that the strategic direction of the organisation is adhered to, whilst also ensuring that their employees are well provided for through career opportunities, flexibility and general support all round. Now more than ever, senior leaders require additional training to ensure the support is there to decrease the skills gap and reduce burn out.
3. Pursue non-traditional candidates
Recruitment is steeped in tradition. 1st round interview, 2nd round interview, cultural & behavioural questions sets; job offer. In 2023 and beyond, organisations that seek to use other methods will come out on top. Generation Z are no longer interested in the traditional methods of recruitment; the appeal for this generation will be relaxed formal education and experience requirements and selection based solely on their ability to perform in the role.
4. Address employee mental well being
The pandemic brought with it a monumental amount of trauma for many people and a large focus of 2022 was ensuring employees were coping and felt supported. 2023 will continue with this trend, however, organisations that shift this focus to also include ‘proactive rest’ periods and employees the flexibility to manage their work loads within deadline will ensure happier, less stressed staff member. According to Gartner’s employee survey, when proactive rest is on offer, employees perform at a level that is 26% higher than those without this option.
5. Diversity, equity & inclusion
Whilst the topic of DEI is a priority for organisations, many employees still feel that these efforts can be divisive. In 2023, organisations must ensure their managers have the strategies and training to respond to resistance and early to stop disruption from the outset.
6. Prepare for the future of remote workforce
With many organisations now comfortable with a remote workforce, 2023 will bring challenges in how to manage this new way or working and to ensure output remains strong. Implementing in digital collaborative platforms, outsourcing tedious tasks and investing in a learning and development program, whilst also ensuring teams and zoom fatigue is managed will show your employees you trust and respect them.
7. Mitigate bias recruitment algorithms
Organisations that address the idea of recruitment bias using AI and ensure they mitigate this issue through the use of modification to their AI platforms and pre-processing data will reduce societal inequality. AI powered tools can be invaluable if used correctly, if not, these systems can have a vast effect on unfair outcomes for individuals and the communities.
8. Confront Gen Z soft skills gap
Since the hybrid and remove working models are here to stay in 2023 and beyond, many Gen Z’s have not have the opportunity of in-person opportunities within the working environment which can lead to a disjoint on what is and is not appropriate. Leaders need to ensure that the gap between Gen Z and generations beyond them have a clear structure and great understanding of the purpose to ensure a sense of connection.
9. ‘Quiet hiring’ to snag new talent
Quiet hiring is a term that has been floating around for the past 6 -9 months. To put it simply, organisations that seek internal movement and deployment to acquire new skills in certain areas whist meeting career aspirations and strategic needs of the business will be more competitive..
For a discussion on further assistance on developing strategies and policies to support your staff and practices within this area, SJ Personnel can help.
Thank you so much for your support, if you would ever like a coffee or teams catch up to discuss anything, feel free to please call me.
