Tensions Between In-Office and Remote Will Continue

Companies are making bold bets on the future. Despite most studies demonstrating a plurality of employees prefer flexible work, some companies are demanding employees return to the office full-time or at least a set schedule of days per week. Expect this to be a battleground in 2023, where some employees will leave their company for one with policies closer to their interests.

Studies have shown that employees, especially those who have been working remotely, overwhelmingly prefer hybrid or remote over needing to go to the office full-time. A Gallup poll found only 6% of “remote-capable” employees wanted to return to the office full-time. Could a CEO leave one company for another because of their policies? Will a fully in-person company staff quietly quit or otherwise protest the decision? Ultimately, companies that demand a return to office will find at least some employees resist.

Everyone Will Do More With Less

The inflationary concerns in 2022 led to a slowing job market which led some companies to reduce HR headcount and produced a knock-on effect on external recruiters. Even if they’ve decreased the overall headcount, companies looking to fill roles will have fewer resources to do so.

That means companies will need a stronger strategy for finding and vetting candidates and making offers, especially considering those candidates will make decisions quicker.

Automation is Ready For Prime Time

And not a moment too soon. When companies increase hiring, which will happen in 2023, they will need serious tech support to win the recruitment war. This is a matter of automation out of necessity instead of trying to be cool with the latest tech.

The wage will continue to go up, and the recruiting team will not get an additional headcount budget. Recruiting processes will be further automated, so small TA teams are supercharged to do more. 

Pay Transparency For Job Ads Will Become The Norm

This is becoming a legal requirement in some states. For instance, California will introduce Senate Bill 1162 on January 1, 2023, which forces employers to include pay ranges in all job advertisements. NYC likewise will require nearly every company to include salary ranges for job postings, even for jobs announced internally.

As the hiring landscape continues to skew “glocal,” companies in other states will follow suit as potential employees decline to apply for jobs that don’t include salary ranges. Companies will ultimately appreciate this, as it will eliminate costly and unproductive conversations with candidates who will only take the job for more money.

DEIB Goes From a Priority to a Must-Have

We believe this should already be the case, but many companies are still lagging behind the times. There will be no excuse in 2023. Candidates will increasingly prioritize companies with a concrete approach to DEIB, so it will be critical to put in the work to diagnose your company’s current diversity makeup and communicate a plan to improve it.

If your company leans in and discusses what you’re doing to improve DEIB, there will be ample opportunities to become a leader in the space.

Layoffs Will Soften

Additional variants and inflation have delayed the expected economic recovery from COVID-19. But 2023 may be the big opportunity everyone has waited for. Whether or not we enter a recession, companies will begin to curtail layoffs and look to hire. Talent acquisition leaders must take this time to get their 2023 hiring priorities and strategies in place, especially if their company currently has a hiring freeze.

Reschedule Rates Will Become Increasingly Measured

As more companies move to software and procedures that enable self-scheduling, companies must keep a close eye on how often top candidates reschedule. Data-driven companies will look at rescheduling rates as a KPI of relationship building.

Clearly, the next 12 months will be hugely important for companies to set themselves up for success in the next five years. If your company is looking to grow, being the first to hire in 2023 will be a huge step in the right direction. But the groundwork for that time can begin now.

By prioritizing DEI, investing in automation, and beginning to rethink how you measure your hiring process, you will be ahead of the curve when the rest of the world moves from layoffs or hiring freezes to a ramp-up to building back their teams. 

The post 7 Bold Bets For 2023 Talent Acquisition appeared first on RecruitingDaily.

Recruiting teams across the U.S. are scrambling to bring in top talent, but working at a frantic pace just isn’t enough. No matter how hard teams work, it’s tough to get candidates through the door fast enough to remain their organization of choice.

Here’s the good news: It’s the perfect time for recruiting teams to improve processes and hire faster than their competition.

Efficient processes are crucial to winning top talent in this market. They help you put in the same amount of effort and reap more rewards (i.e., great candidates!).

How do you create more efficient processes? Where do you begin?

Look at your time to hire — it’s a key metric​. It shows you how quickly a qualified candidate moves through your recruiting process, from start to finish. A slow time-to-hire rate means you risk candidates losing interest in your organization, and it also costs you time and resources.

Drilling down into your time-to-hire rates can even tell you which jobs or departments face the most challenges in their hiring processes. You’ll definitely want to find out what’s causing those long time-to-hire rates.

A likely culprit is … interviewer calendars

If your interviewers don’t have time available in their calendars to conduct interviews, you have to delay those interviews until you can get everyone in a room. That means your time to hire increases.

That’s a problem because a slow interview process can lead to higher attrition rates in the candidate pipeline.

You don’t want to give the competition time to lure candidates away from your organization. Do you know if delayed interviews are happening at your organization? To find out, take a look at your interviewers’ calendars.

• Are they booked up weeks in advance, with almost no availability?
• Are they blocked off from the crack of dawn until dusk, leaving you no wiggle room to fit in valuable candidate interviews?

If so, you’ll find yourself frequently delaying interviews with potentially amazing candidates — and that’s doesn’t work in this brutally competitive job market.

The solution? Calendar etiquette

Etiquette. It sounds so old fashioned, but sometimes, the simple and civil rules are what matter the most. Ignoring them can cause problems.

To help reverse the trend of unavailable interviewers, you need to educate your staff on basic calendar etiquette.

Getting a few rules in place can have shockingly positive effects on your hiring processes and get the right candidates in the door quickly. That’s good all around: for recruiting teams, candidates, fast-scaling departments, and the overall health of your organization.

Start by working with your hiring managers to foster better calendar etiquette and open up availability in interviewers’ calendars.

Here are five (5) tips to get your team started:

1 — Be transparent

If every event on an interviewer’s calendar shows up as “Busy,” recruiting coordinators have no visibility into their calendar.

The problem is, it’s private. No one knows whether they’ve booked time off for a critical meeting with a VP, or simply want to work on a project they’ve been meaning to tackle. That leaves coordinators with no room to make suggestions about priorities when time is of the essence.

What if your recruiters have an incredible candidate who can only interview on Monday at 2 pm, and a critical interviewer’s calendar says busy … but it’s for something unimportant. That’s frustrating for the recruiters and risky for your organization, because you might lose out on a great candidate.

Here’s a solution: Encourage hiring managers to move away from wholly private calendars. Unless there is a very convincing reason why meeting information cannot be shared with the rest of the organization, ask everyone to keep their calendar information transparent.

It will make your recruiting process easier and help recruiting coordinators prioritize meeting times.

2 – Stop scheduling fake events

Do people at your organization create fake events with dubious titles to block out portions of their day? Some of the most common ones are:

• Work-life balance;
• Do not schedule;
• Work block; and,
• No meeting day.

Often times, those labels are a last resort for employees whose time isn’t fundamentally respected. People are creative, and if they’re forced to create time to focus, they will.

So proceed with a bit of caution. If you need to ask people to stop scheduling fake events, you may also want to think about whether your organization’s culture is meeting-heavy or if you’re asking interviewers to do too many interviews.

Overall, while this behavior may indicate a deeper issue in your organization’s work culture, it’s detrimental and a roadblock for your recruiting team. It needs to stop.

3 – Kill the zombie events

Some interviewers’ calendars are cluttered with events that were created ages ago but that no one attends regularly.

They may also have activities “scheduled’ that every member of the team is invited to, like Friday Lunch yoga. When the co-worker who taught yoga leaves the organization, their lingering invite becomes a zombie.

If it’s a poorly attended regular meeting or not happening at all, get it out of everyone’s calendars!

4 – Don’t use it as a “to-do” list

Employees often use their calendars as daily to-do lists. They’ll drop all kinds of things in there, and those tasks may or may not be relevant to work.

We’ve all done it, but for some people, it’s a chronic issue.

Some common examples are:

• Go grocery shopping;
• Call mom;
• Email customer; or,
• Pick up UPS package.

If those to-do’s are eating up your calendar space (especially if your calendar isn’t transparent!), you’re having a direct and negative impact on your recruiting team’s hiring efforts.

Here’s a solution: Make your to-do lists elsewhere.

5. – Make timely calendar updates

The worst calendar etiquette is not keeping it up to date.

When you don’t post Personal Time Off (PTO), Out of Office (OoO), or Working from home (WFH) on your calendar, recruiters may schedule an interview without knowing you’re away. They’ll have to reschedule it when they find out you’re gone, in a different time zone, or have a conflicting event. That’s an unnecessary hassle and results in a poor candidate experience.

When you’re away, let everyone know on your calendar as far in advance as possible.

The heart of it all

Better calendar etiquette will carry your scheduling efforts to new heights.

Painting a better picture of every interviewer’s day will reduce the time it takes to move a qualified candidate through the interview process. That reduces your time to hire, which is a significant win for the organization and candidates.

Bonus tip:​ Cap it off with robust scheduling technology and you’ll be well on your way to improved recruiting processes.

The post Want to Hire Faster? The Problem May Be Your Recruiter’s Calendar Etiquette appeared first on RecruitingDaily.