Recruiting & the Skilled Labour Shortage
To recruit successfully even during times of acute skilled labour shortages, new recruitment strategies are essential. Approaches such as employee referrals, social recruiting, and performance-based recruiting have become crucial to reach even those candidates who are not actively seeking a new role. Simultaneously, HR professionals must seek alternative methods for filling vacancies—this could mean broadening the pool of potential candidates to include older employees, career returnees or career changers, or considering innovative models such as job sharing or topsharing.
To mitigate the marked imbalance in the European labour market and remain attractive to qualified candidates, one principle must be embraced above all: candidate centricity. In short, candidates must be placed at the centre of the process. This requires regular evaluation of the entire candidate journey, with recruitment processes continuously aligned to best practices. An easy, mobile-friendly application process? An immediate acknowledgement of receipt and a reply within three days? A personal invitation to the interview, transparent interim updates, respectful and human contact (from both HR and line managers), and a meaningful, personalised response—even including an offer to join a talent pool should the application not succeed? All of these elements ought simply to be standard components of a modern recruitment process.
Contemporary Talent Acquisition
Equally critical: the "one size fits all" approach to recruiting is outdated. Thanks to candidate personas, organisations can now tailor communication and recruitment strategies to specific target groups, making the process both more efficient and more personal.
However, the skills shortage demands yet another shift in thinking. The practice of filling positions "ad hoc" will become increasingly unsustainable. Modern talent acquisition must begin well before the need arises. To remain competitive, companies are compelled to engage actively with their employer brand and to clearly define their Employer Value Proposition (EVP)—that is, how the organisation wishes to be perceived as an employer. One thing is clear: the competition for top talent is intensifying, and success will require a compelling positioning and an attractive employer brand.
Moreover, only those HR professionals who proactively cultivate their networks will continue to be successful. This includes building talentpools and maintaining ongoing connections with high-potential candidates, for example via a candidate platform such as xeebo.
Since 2020, remote interviews, hybrid work models, and flexible working hours have seen a significant surge. Many employees now view these as standard expectations. Organisations must therefore adapt their offerings and working conditions to the expectations of the newer generations. It remains to be seen how Generation Z, with their markedly different expectations of employers, will influence recruitment trends in the coming year.
A Proliferation of Channels, Advancing Digitalisation, and Sectoral Exodus
Digitalisation continues to drive standardisation and automation in recruiting, whether through e-recruiting solutions, automated ad placement via programmatic advertising, or talent outreach via social media chatbots. However, it is vital that these automated processes are underpinned by a human touch. A chatbot may well make the first contact—but from that point on, recruiters must step in. Despite technological advances, personalisation and human interaction remain paramount, especially given the ever-increasing number of channels through which candidates are now engaged.
Another pressing theme for 2023 is the sectoral exodus. An increasing number of employees are considering leaving their jobs in the near future. The reasons are manifold, ranging from dissatisfaction and burnout to lack of development opportunities. The key concept here is retention. It is more important than ever to invest in your employees, to demonstrate appreciation, and to foster a workplace culture that retains top talent over the long term.
Challenge or Opportunity? Preparing for the Transformation
When faced with challenges, agility is your best ally. Agile recruiting allows you to operate flexibly, swiftly, and efficiently—capabilities that will be all the more vital in 2023. It also equips you to respond effectively to emergencies. Should your organisation face financial difficulties and require immediate cost reductions, you should have measures in place that do not alienate or risk losing your people. After all, personnel costs can be reduced through thoughtful alternatives.
By no means least, Refline's E-recruiting software offers reliable support in meeting the challenges 2023 may bring. It automates selected processes within the recruitment cycle and reduces administrative burden by up to 70%. In this way, you can remain resilient—even in turbulent times. Contact us or try our live demo today!