Talent Procurement

Following a challenging hiring market in 2022, consultants have learned from their mistakes and revised their techniques in order to better target eligible prospects in 2023. Hiring teams aiming to fill open positions in the future months should keep up with the most recent hiring trends, including altering applicant preferences, acquisition outsourcing opportunities, and digital recruitment technologies, in order to remain competitive. How long into 2023 will the Great Resignation last? The Great Resignation concept is expected to persist in the upcoming months as individuals continue to search for new employment possibilities, particularly if their current position does not provide the necessary benefits or compensation. A staggering 4.5 million employees lost their employment in November 2022, and there were 10.6 million job opportunities in the economy. The employment trend isn’t anticipated to be as problematic in 2023 as it was in previous months, in part because employers have complied with worker demands for improved pay and benefits. Top Priorities for Job Seekers in 2022. According to the 2022 Recruiter Nation report, more applicants and current employees are negotiating higher compensation, up more than 20% from 2021, as reported by 73% of the recruiters polled. The top three benefits of a job, other than pay, that attracted new applicants were: Companies should also provide talent in order to reduce turnover and entice more talent: The challenges and changing trends in recruiting for 2023: While generally understaffed, recruiters must hire more applicants than ever before to fill positions available. Based on the 2021 Recruiter Nation study of 800 U.S.-based hiring experts, agility is crucial for fostering effective recruitment at this moment. Team for Recruitment in 2023 focuses. According to a survey of recruiters, their team’s top priorities for 2022 are: Among the biggest difficulties for recruiters in 2022 are: Outsourcing hiring-related tasks. Due in part to barriers to the entrance for job seekers, staffing agencies got more applications for open positions in 2021 than internal recruiters. 64% of hiring managers are boosting their budgets for recruiting in order to help overcome recruitment challenges, with a focus on external agencies to fill staffing gaps and internal hiring initiatives. Experienced staffing firms can use their extensive talent networks to connect employers with job candidates they otherwise wouldn’t find on their own. Automated Tools for Recruitment. Due in part to the transition to remote hiring and work, hiring teams are employing automation and ai more frequently than in prior years to identify talent, screen applicants, and engage with job seekers. New recruitment technology can help recruiters find more prospects and advance them through the hiring process more rapidly. 51% of assessed employers use chatbots to manage tasks like text-based recruiting, automated screening, employee recommendations, and arranging interviews. They save time and quicken the process by assisting in the qualification and identification of top applicants before the need to involve a human recruiter is necessary. Since the traditional approach is time-consuming and ineffective for progressing candidates, many recruiters also prioritize automating their candidate email nurturing. Automated nurturing shortens the hiring process, enables targeted messaging, maintains brand consistency, and gives hiring teams the information they may use to improve their subsequent email outreach. Silverspace Technologies can be of aid if your business is having trouble filling available positions, lowering staff turnover, or would need help unloading recruitment responsibilities. Contact our group of staffing specialists so we can go through your employment requirements and offer the support your business need.