Whether you are an HR professional, a startup owner, a junior who is entering the job market, or an employee who’s planning on changing their job, our article will provide you with valuable insights on what you may expect in the recruitment in 2023.
In the last few years, we have seen our job market evolve radically. New models of work entered the mainstream, and the priorities of both employees and employers have changed a hundred eighty degrees. The ideas that until recently would be considered utopian, like, for instance, a 4-days working week, are now tested in practice. We are also shifting towards a competence-oriented job market, where cross-competencies are as valued as domain expertise.
No wonder, the direction of IT recruitment development is also changing. Some IT hiring trends come and go, but others stay with us for longer, having proved their potential. Today we will focus on these tendencies, observed in the previous years and predicted to strengthen even more in 2023.
HR automation And data-driven recruitment
Artificial intelligence is infiltrating various fields of our professional and corporate lives, streamlining the processes and simply making our life easier. It does not replace us as professionals, but instead, It takes over the most repetitive and error-prone tasks so that we can focus on the essential core of our work. That is particularly visible in HR, which has embraced automation very fast. Today, the majority of IT companies use some form of automation HR software.
Above all, it streamlines processes and evaluates the applications, automatically rejecting those which do not fit the company’s requirements. HR apps track the history of interactions with particular candidates, giving the recruiters an insight into their overall performance and potential. They can also automate communication according to their standards, being able to provide every candidate with answers and feedback. With a data-driven approach, they are capable of making their recruitment process faster and more fruitful, relying on recruiting metrics.
How to adjust to this tech recruiting trend as a candidate? We would say a clear, brief resume is essential. By including keywords and catchphrases, you will make the algorithm notice you. Also, don’t alternate any information or stretch the truth, as it is much easier to detect with a data-driven approach and may rule you out for good. Also, build a strong online presence to increase your chances.
Competences over domain
Companies are always looking for a way to cut their costs, and if they can hire a person with domain expertise and the whole spectrum of cross-domain competencies instead of IT specialists, they will, especially now that no-code solutions have become so elaborate. With the rise of project methodologies involving cross-functional teams, a wide competencies range is also much more valued in IT. It simply makes the teams work more effectively as they can understand each other’s work better and communicate more efficiently without wasting time while having much more autonomy.
Gen Z standards
Generation Z is entering the job market, and that has resulted in radical changes in recruitment processes. As a first generation entirely raised with the presence of the internet, Zs navigate smoothly through the world of online platforms and expect their employer to keep the recruitment process fast, transparent, and inclusive. Relying heavily on social media, they also treat it as a way to verify the potential employer’s reliability, changing how we approach employer branding and making it more significant than ever. Omnipresence in social media channels is one of the strongest 2022 hiring trends, and that will not change this year.
Zs are also more used to the flexibility of remote processes, and the companies are trying to adjust to that, enabling remote recruitment, even for the most specialized positions. Particularly in IT, this trend has been getting stronger in recent years.
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