7 Recruitment Trends That Will Impact Talent Acquisition This 2023 

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Recruiting top talent has always been a key factor in business success, and the talent acquisition process has become increasingly complex in recent years. Talent acquisition refers to identifying, attracting, and hiring skilled individuals to fill organisational positions. With the job market becoming more competitive, companies must stay on top of the latest recruitment trends to attract the best candidates. This is especially true in 2023, as the job market is expected to continue its upward trend, with more opportunities for job seekers than ever before. 

2023 Talent Acquisition Forecast: 7 Recruitment Trends to Watch Out For   

As the job market becomes more candidate-driven and diverse, staying up-to-date with these trends will be crucial for L&D professionals looking to attract and retain top talent. By understanding these trends, organisations can position themselves to attract top talent and gain a competitive advantage in their industry. Let’s explore each trend in more detail to help you stay ahead of the curve in talent acquisition.  

Trend 1: Artificial Intelligence in Hiring  

In recent years, the recruitment industry has seen a rise in using Artificial Intelligence (AI) in hiring processes. This trend is expected to continue in 2023 as more companies recognise the benefits of using AI to streamline recruitment processes and identify the best candidates.  

AI in hiring uses algorithms and machine learning to automate recruitment tasks such as screening resumes, scheduling interviews, and assessing candidate fit.   

The benefits of AI in recruitment are significant and include   

  • Increased efficiency  
  • Reduced bias  
  • Improved candidate experience.  

By automating certain tasks, recruiters can focus on building relationships with candidates and making more informed hiring decisions.  

However, using AI in recruitment also poses potential drawbacks and ethical considerations. For example, algorithms trained on biased data or programmed with biased criteria can perpetuate biases in recruitment processes. Candidates may feel uncomfortable interacting with a machine rather than a human, leading to a negative candidate experience. Therefore, companies need to address these challenges and ensure that their AI systems are free from bias and provide a positive experience for candidates.  

As AI technology advances, more companies are likely to adopt AI in their recruitment processes in 2023 and beyond.  

Trend 2: Virtual Recruiting  

The COVID-19 pandemic has accelerated the trend towards virtual recruiting, making it a key trend to watch in 2023. Virtual recruiting uses technology to conduct recruitment activities remotely rather than in person. This trend is expected to continue as companies recognise the benefits of virtual recruiting, including increased efficiency and a broader talent pool.  

Virtual recruiting offers a range of benefits to companies, including connecting with candidates regardless of location, saving time and costs associated with travel, and reducing the carbon footprint of recruitment activities.   

There are different types of virtual recruiting, including   

  • Virtual job fairs  
  • Online video interviews  
  • Virtual reality experiences.   

These types of virtual recruiting allow companies to engage with candidates in various ways and provide a more immersive and engaging recruitment experience.  

Companies are already using virtual recruiting to their advantage. As the job market becomes increasingly competitive and companies look to expand their reach, virtual recruiting will continue to be a valuable tool in their recruitment arsenal in 2023 and beyond.  

Trend 3: Employer Branding  

Employer branding has become an increasingly important trend in talent acquisition and is expected to continue in 2023. Employer branding refers to promoting a company as an employer of choice to attract and retain top talent. A strong employer brand is crucial in today’s job market as candidates increasingly seek companies that align with their values and offer a positive work environment.  

Building a strong employer brand requires a multifaceted approach, including   

  • Creating a compelling employee value proposition  
  • Developing a strong company culture  
  • Showcasing the company’s values and mission.   

It is also important to communicate the employer brand effectively through various channels, such as social media, job postings, and employee testimonials.  

Employer branding is particularly important for attracting younger generations, such as Gen Z and millennials, who prioritise work-life balance, career growth, and positive company culture. As the job market becomes increasingly competitive, building a strong employer brand will be essential for companies to attract and retain top talent in 2023 and beyond.  

Trend 4: Inclusive Hiring Practices  

Inclusive hiring is a trend that is gaining traction in talent acquisition, and it is set to continue in 2023. Inclusive hiring practices ensure that all candidates, regardless of their background or identity, have an equal opportunity to apply and be considered for a job. Inclusive hiring practices can include: 

  • Removing biases from job descriptions and hiring processes. 
  • Conducting blind resume screenings. 
  • Offering training on unconscious bias to hiring managers.  

The benefits of inclusive hiring practices are numerous, including   

  • Increased diversity and representation in the workplace  
  • Higher levels of employee engagement and satisfaction  
  • Improved innovation and problem-solving abilities.  

Inclusive hiring practices also help companies to avoid potential legal issues and reputational damage associated with discrimination in the hiring process.  

There are different strategies that companies can implement to promote inclusive hiring practices, such as setting diversity targets, using inclusive language in job postings, and implementing structured interview processes. As diversity and inclusion remain important considerations for job seekers, inclusive hiring practices will become increasingly essential for companies looking to attract and retain top talent in 2023 and beyond.   

Trend 5: Gig Work  

Gig work, also known as a contract or freelance work, is a trend that is expected to continue to impact talent acquisition in 2023. Gig work refers to short-term or project-based work arrangements where individuals work as independent contractors rather than full-time employees. The gig economy has been growing in recent years due to the flexibility and autonomy it offers to workers.  

Hiring gig workers has its advantages and disadvantages. The main advantage is the flexibility and cost-effectiveness it provides companies, as they can hire gig workers for specific projects or tasks without needing long-term employment contracts. Gig workers can also bring fresh perspectives and expertise to the company, leading to innovation and growth. However, one of the disadvantages of hiring gig workers is the need for more control over their work schedules and quality of work.  

Companies can hire gig workers in various ways, such as using freelance platforms like  

  • Upwork or Fiverr  
  • Outsourcing to specialised staffing firms,  
  • Networking with freelancers directly.   

Companies have already been using gig workers for their operations, and other companies in various industries are expected to follow suit in 2023 and beyond. As the workforce evolves and becomes more flexible, incorporating gig workers into a company’s talent acquisition strategy can help them stay competitive in the job market.   

Trend 6: Social Media Recruiting  

Social media recruiting is a trend that has been gaining popularity in recent years, and it is expected to continue to impact talent acquisition in 2023. Social media recruiting involves using social media platforms like LinkedIn, Twitter, and Facebook to source and attract candidates for open positions. This method of recruiting leverages the power of social networks to reach a broader audience and tap into passive job seekers.  

One of the main benefits of social media recruiting is that it allows companies to reach a wider pool of candidates and target specific demographics or industries. Additionally, social media recruiting is cost-effective, as companies can post job openings and engage with candidates for free or cheaply. Social media recruiting also offers a more personalised approach to recruitment, as companies can directly engage with candidates and showcase their employer brand.  

Companies can use various social media platforms for recruiting, each with its own set of advantages and limitations. LinkedIn is a popular platform for professional networking and recruitment, while Twitter can be used to engage with passive job seekers and promote job openings. Facebook can be used to showcase company culture and reach a wider audience through targeted ads.  

Many companies have already incorporated social media recruiting into their talent acquisition strategy. By leveraging the power of social media, companies can stay competitive in the job market and attract top talent.  

Trend 7: Employee Referral Programs  

Employee referral programs are a popular trend in talent acquisition that is expected to continue to impact hiring in 2023. Simply put, an employee referral program is a recruitment method where current company employees refer candidates from their personal and professional networks for open positions. This method of recruiting has gained popularity because it leverages the power of an organisation’s existing employees to identify and refer qualified candidates for open positions.  

One of the main benefits of employee referral programs is that they help companies to attract and hire high-quality candidates. Referral candidates are typically pre-screened and are more likely to be a good fit for the organisation’s culture and values. Additionally, employee referral programs are a cost-effective method of recruitment since the company does not need to spend money on job postings or recruitment agencies.  

There are different types of employee referral programs that companies can use, such as monetary incentives or other types of rewards for successful referrals. Companies can also implement social referral programs that allow employees to share job postings on social media and other online platforms.  

Many companies have successfully implemented employee referral programs to attract top talent. By leveraging their existing employees’ networks; companies can tap into a wider pool of potential candidates and fill open positions more efficiently.   

The Final Word  

It’s essential for companies to regularly review their recruitment strategies and identify areas for improvement to stay ahead of the curve. Embracing new technologies and approaches can be challenging. Still, it’s important to remember that these trends are designed to improve the recruitment process, making attracting the best talent easier and more efficient.  

Incorporating these recruitment trends into your hiring process requires careful planning and implementation. Companies should evaluate their current recruitment strategies and identify areas where these trends can make a difference. By doing so, organisations can create a recruitment strategy that is effective, efficient, and aligned with their business goals. 

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