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Top 10 Recruiting Trends for 2023

Recruiters, 2023 has already set in and this year brings with it many recruiting challenges!

Let's explore 10 trends to consider this year.

These 10 trends are more improvements to existing processes than true revolutions in the world of recruiting, but each point will go a long way in helping you retain your current employees while attracting new profiles and talent to your company.

Sit back and discover the top 10 trends you need to know about to improve your recruitment processes in 2023!

1. ChatGPT's explosive arrival in recruitment

ChatGPT, and conversational AI more generally, uses technology that allows companies to communicate with candidates faster and more efficiently than ever before.

This allows them to instantly answer candidates' questions, schedule interviews, gather candidate information, and more.

This innovation has the potential to revolutionize recruiting by saving recruiters time and increasing their productivity. Chatbots can assist recruiters by sorting applications according to established criteria, analyzing candidates' resumes and identifying key skills sought by the company.

Conversational AI can also improve the candidate experience by providing instant communication and answering questions in real time.

In addition, it can help reduce the time it takes for recruiters to respond to applications, improving candidate satisfaction and speeding up the recruitment process.

Finally, chatbots can help recruiters expand their candidate pool by directing them to more suitable recruitment channels, offering personalized job offers and making it easier for them to apply online.

The importance of AI in recruitment goes far beyond that if we look beyond 2023, as it is certain that this major technological breakthrough will shake up the structure and even the very existence of many jobs. But that's another story, for now!

2. The importance of optimizing the recruitment process to attract the best

In 2023, it won't be enough to recruit a candidate, you'll need to recruit THE candidate for each position. To drive your company's growth, the quality of new hires will be paramount.

It will become essential to examine each application more rigorously and not only on the basis of experience but also, and above all, on the skills and motivation of the candidates!

To minimize the risk of bad hires, look for multi-skilled candidates who will be able to take on more and broader responsibilities.

Indeed, hiring a specialist and limiting him or her to his or her field of expertise will no longer make sense in 2023. It will be necessary to find multi-tasking candidates in order to assign them to several missions for the development of your company.

The quality of hiring will then be based on the candidates' current and future skills. By using skills tests, you can ensure the quality of an application.

To do this, it is important to avoid overloaded job descriptions; it will be more useful for your company to focus the job offers on the essential skills required for the position to be filled.

Implementing such a process to filter candidates based on their skills will save you time and avoid bad hires.

3. The importance of the talent pool

Approximately 94% of recruiters say that the use of recruiting technology has had a positive impact on their recruitment process. Recruiting tools help recruiters manage and grow their candidate pool, which will be critical in 2023.

The role of talent acquisition teams will expand in 2023. No longer limited to finding potential candidates, teams will need to implement effective candidate searches, due to the War for Talent that is affecting all industries.

A strategic approach to building talent pools could save your company! Grouping candidates into well-defined talent pools based on skill set, location, and seniority will be critical for talent acquisition teams to accelerate the hiring process for new positions.

To do this, you need to ensure that your recruiting software is capable of aggregating talent into different categories. Consider Digital Recruiters! A feature-rich ATS that will make it easy for you to gather candidates.

To maintain the interest that candidates have shown in your company, it will be valuable to keep in touch with your talent, as well as solicit them when a new position opens up in your company so they are the first to know.

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4. The importance of HR process automation and the use of AI

Recruiting technologies help automate certain tasks and thus save time in the recruitment process.

For example, they help recruiters in the screening of candidates and the initial interview process. They can also be used in deferred video interviews, which can save recruiters a lot of time.

Little by little, the use of artificial intelligence in the search for candidates, in the selection of resumes or in the planning is making its way into the world of recruitment

Its use can be useful to minimize the prejudices of some recruiters during the hiring process, although it is not completely impartial and algorithmic biases exist.

These trends are not new in the world of recruitment, but they will only intensify in the coming years.  That's why it's important to stay on top of these technologies.

To do this, take inventory of the most recurring tasks you have to do as a recruiter. Then, see if you can automate them with the help of AI to save you time.

5. The importance of data-driven recruitment

To improve your hiring processes, turn to data!

In 2023, you have a number of candidate insights based on the data you can collect. Your candidate data is all over the internet, you can get it and turn it into critical information for your business.

By using data for your recruiting processes, you will no longer base your hiring decisions on your gut feelings, but rather on what the data reveals, so your hires will be more objective and you will reduce the number of bad hires.


There are several ways to use data for your hiring, for example, you can set up online skills assessments through tools like Vervoe or Skills Base. These will allow you to objectively measure if a candidate will be operational for a position.

The use of data represents a time saving for the recruiter who will be able to sort out the applications more efficiently and will reduce the number of bad hires.

In addition, with this process, you can expand and improve your talent pool. You will be able to call upon them when new positions become available in your company, knowing in advance if the candidate's profile corresponds to your expectations.

This new way of recruiting is a trend that is constantly evolving. It is therefore essential for your company to be up to date in 2023, so as not to miss out on the opportunities it can bring you.

6. The importance of diversity and inclusion values

Diversity, equity and inclusion values are not trends to be followed, however, adopting a more open approach to recruiting will become a must in the years to come.

Talent is looking for these values in a company as it is the assurance of a diverse work team with different opinions, different educations, different thinking that helps create an environment for innovation.

Personal biases can sometimes get in the way of hiring, a recruiter can reduce to secondary information and make a choice by not being objective.

There are modern hiring software programs that allow to overcome this problem by removing certain characteristics of the candidates' profiles such as their age or their gender to allow an objective recruitment and avoid prejudices.

In 2023, including more information about your diversity, equity and inclusion policy will be a must to attract more talent and empower your current employees.

These values are fundamental to our society and will become more and more present in corporate life. Don't wait until the last moment to show that you, too, promote deep values!

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7. The importance of teleworking

Flexible working and remote working are models that have become widely democratized in recent years and have attracted many people.

These forms of work will continue to exist since employees have easily become accustomed to this new way of working which has many advantages for them.

To attract candidates to your company, you need to expand your options and offer your employees telecommuting or a more flexible form of work rather than face-to-face offerings.

It's important to understand the importance of these new forms of work when you consider that 90% of American workers prefer the idea of flexible or remote work.

Candidates want remote work opportunities, and this is now a consideration in their job search.

In September 2022, in the U.S., telecommuting job postings on LinkedIn represented only 14% of all postings on the platform, but they garnered 52% of all applications.

In the long run, if you don't offer flexible or remote work for your employees, you will lose a lot of talent. If you do offer such arrangements, make sure you highlight it on your job postings to attract top talent to your company.

Also, be prepared for these new ways of working in terms of video interviews, remote collaboration tools, etc. to provide the best possible experience for your candidates.

8. The importance of internal mobility to retain employees and fill skill gaps

Employees view their career paths differently than in the past. They no longer want to move vertically, but rather horizontally to develop and gain new skills and experience.

This new willingness to evolve represents a new trend for recruitment in 2023 which is internal mobility.

Internal mobility has many benefits, in addition to meeting the needs of employees to move horizontally, it also fills skill gaps and builds employee loyalty.

In 2023, it will be essential to focus on internal recruitment before seeking external candidates to prevent the company's current employees from going elsewhere.

It is important to identify current employees who want to evolve in order to offer them new development opportunities within the company as a priority.

Internal mobility has the advantage of retaining employees, and thus, keeping talent in your company. It also saves time for recruiters who no longer have to search for and train new talent.

9. The importance of the candidate experience

The candidate experience must be a central element of your recruitment process, the first impression a candidate will have of your company must be a good one in order to encourage them to commit to you in the long term.

The candidate experience is an important part of your employer brand. That's why in 2023, optimizing this candidate experience will become essential to reflect positively on your Employer Brand.

You need to invest in a long-term vision by improving the candidate experience and consequently your Employer Brand to attract more and more new talents to your company.

To improve the candidate experience, you can implement several actions such as applying through a skills test instead of a resume.

This will show that you respect your candidates and their time by not asking for updated resumes. Also, by implementing such actions, you are giving candidates a fair chance to value their skills.

One thing that is essential in your candidates' experience is the need for feedback, with skills tests you will have the ability to give feedback to your candidates faster based on the test results.

Plus, it will prevent candidate ghosting and their experience with you will only be better!

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10. The importance of contract and project-based hiring

There is an increasing number of skilled employees seeking flexible work opportunities. However, as the number of positions available decreases, we will likely see an increase in short-term contracts in 2023.

Talented employees may opt for more flexibility even if it means giving up security. Ultimately, this could be a win-win situation, as employees who favor more flexibility are generally more qualified and results-oriented, making them ideal employees for your company!

Furthermore, in 2023, there is likely to be an explosion in project-based hiring. Indeed, this is a smart form of hiring for companies that sometimes only need an extra employee to relieve the workload on a big project.

As previously mentioned, employees who favor short-term or project-based contracts are generally more qualified and therefore more productive.

Such employees will then be beneficial to you when you have specific skill needs for limited periods of time. They don't carry a lot of overhead or risk, and they provide essential skills to keep a project running smoothly.

Take the time to build your talent pool with these types of employees that you can call upon for short-term contracts or specific projects and develop a culture of documentation to make onboarding each employee easier and faster.

As you can see, in 2023, it will be important to understand the needs of the modern candidate, give your recruiting teams the tools to simplify and automate processes, and focus on the candidate experience to attract the best talent and increase the loyalty of your current employees.

Topics: Inbound Recruiting