Trends in recruitment of fall 2023
We are moving towards the second half of 2023, and we have picked up on some trends that was announced in the beginning of the year. We are taking a closer look at what is hot on the job market now as to resonate with the general direction the recruitment sector has been moving towards globally, and in countries like Sweden that are at the forefront of workplace innovation.
In an ever-evolving recruitment landscape, especially in a progressive country like Sweden, companies need to stay ahead of trends, adapt, and innovate to attract and retain the best talent.
Instable and Uncertain Economy: Economic instability can lead to a more competitive job market. Companies may be more selective, seeking candidates who can adapt quickly, think innovatively, and help navigate challenges. On the other side, candidates might look for employers that offer job security and a clear vision for the future. Read more here on how to Recruit in times of inflation.
Remote Working: As one of the main takeaways from the COVID-19 pandemic, remote working has become normalized. Swedish companies, known for their progressive work cultures, may prioritize creating robust infrastructures for remote work, focusing on tools, technologies, and management strategies to maintain productivity and team cohesion. As we all know, the pandemic has permanently changed the work landscape, and an increasing number of companies do offer remote work opportunities, which in turn can affect recruitment processes and selection strategies. Here you can read on pro's and con's on remote working.
Opportunity to Develop Internally: Employee growth and development have always been crucial for retaining talent. Companies are likely to invest more in internal training programs, mentorship, and opportunities for career advancement to keep their employees engaged and motivated. Offering distance education and alternative qualifications to your employees is a way to keep your staff.
“CFO to the CEO; what if we invest in our people and then they leave?
CEO to CFO; what if we do not invest and they stay…?”
With the rise of online courses and alternative educational paths, employers may broaden their criteria for qualifications when recruiting. We are all on a lifelong learning journey. With rapid technological development, continuous skill development becomes increasingly important. Companies might, therefore, look for candidates who show a willingness and ability to learn continuously.
Sustainability, Organizational Values and corporate responsibility: Sweden has been a frontrunner in sustainability and environmental concerns. Companies are likely to emphasize their sustainability efforts not just as a corporate responsibility but as a major selling point to attract talent. Employees, especially younger generations, are looking for employers whose values align with theirs. They value companies that prioritize sustainability and social responsibility, which can influence their job choices. Emilia Molin, Global Chief Sustainability and Marketing Officer (CSMO) at BE WTR has previously shared information on this topic: Engage the Crowd!
Diversity and inclusion: Companies increasingly recognize the importance of a diversified workforce and strive to create an inclusive workplace culture. This can influence how and where they recruit. And D&I is no longer a buzz word. It is front and center of our society now. Also, it is a tool for making all employees feel better. Read about this important initiative: 10 million people in Sweden.
AI and Automation in Recruitment: Artificial Intelligence, no one can avoid it today! It can streamline the recruitment process, from sorting through applications to initial candidate screenings. Companies might deploy AI tools to analyze CVs, predict candidate success, and even conduct initial interview rounds. Moreover, AI can be used to eliminate biases in recruitment, promoting a more diverse and inclusive workforce. How inclusive is your company for non native English speakers?
Another topic around the AI and automation is the digitalization of the recruitment process. The technological evolution continues, meaning that more and more steps in the recruitment process are becoming digitalized, from remote interviews to AI-based tools to filter and rank applications. Also, Data-driven recruitment is an important word within recruitment nowadays. Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. The use of analytics and data to improve the recruitment process and predict successful hires.
Employee Engagement: With the use of AI and automation, there's also an increased emphasis on human touchpoints and genuine employee engagement. Automation can handle repetitive tasks, but the human aspect - understanding employee needs, fostering a positive work culture, and building interpersonal relationships - remains irreplaceable.
Increased importance of soft skills: Employers place greater emphasis on candidates' soft skills, such as communication, problem-solving, and teamwork, rather than just their formal qualifications. Soft skills help employers differentiate between candidates who are qualified for a job and candidates who can exceed expectations by putting effort into their professional relationships. Some skills, such as good customer service, can be valuable in many positions, regardless of the company or industry
Employer Branding: With the rise of issues like sustainability, companies need to effectively communicate their values, culture, and initiatives to potential employees. Building a strong employer brand that showcases a company's commitment to issues like sustainability, diversity, and employee growth can be a major draw for talent.
Work-life balance: After insights from the pandemic, work-life balance and flexibility are central concepts for many job seekers, and companies that can offer these benefits may attract more candidates. It is important to give your employees appreciation!
Do you have any questions on the trends within the recruitment process?
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