Hiring Trends for 2023

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The year 2022 has had its ups and downs for the employment world. New businesses have started, and at the same time, venerable companies have laid off thousands of workers. Furthermore, experts predict what’s past is prologue, and we’ll see the same uncertainty apply in 2023.

Another trend that has affected American industry since the pandemic is what some call the great resignation. Job loss and alternative work arrangements convinced many that different jobs and lifestyles that may suit them better. The service sector of the American economy has been particularly hard hit, and staffing shortages appeared where none existed previously.

These shifts in the job market have led employers to seek new, upgraded means to attract and retain workers. Organizations have recognized employees’ desire for new skills and prepared them for opportunities beyond their current jobs. Training departments are offering hard and soft skill education to enable employees to develop competencies that will benefit the company and the employee.

The work-from-home experience during the pandemic taught employers and employees that telecommuting is a viable alternative. It meets the individual’s needs for independence and flexible work environments while keeping the business running in times of separation.

Another trend companies must consider is the priority that workers place on benefits. A Talent.com survey recently found that sixty percent of job seekers considered benefits an essential part of the job decision when seeking employment. In addition, comprehensive benefits increase an employer’s chance of landing top talent. Non-traditional benefits such as fertility treatments and pet insurance have become part of the package at some employers.

Some states have already enacted legislation requiring pay transparency in job ads and descriptions. However, there has always been an uncomfortable dance between the employer and the candidate when salaries are at issue. HR professionals want to be fair with their offers but not overpay, and job seekers know what they need but don’t want to ask for too much, diminishing their chances of securing a new job. Since job offers depend on various factors, salary ranges are often the best approach to achieving pay transparency.

The pandemic raised new questions regarding mental health and created unique challenges to address issues that arose. Nevertheless, progress was made, creating expectations that these services will continue. With the previously mentioned economic uncertainty, employees face new fears for which they may need assistance. Employers who provide that assistance will reap the duo benefit of helping an employee maintain or return to previous productivity levels and boost their reputation as an appealing workplace.

With the increased utilization of work-from-home practices, employers will seek to identify means to measure and monitor productivity. It is not necessarily an issue of mistrust (although it could be) but rather an effort to determine the best mix of technology and face-to-face interactions. Measuring concepts will also be applied to finding the best technology to meet the needs of the new workplace.

The new year will offer unique challenges, and the employee/employer relationship will continue to evolve. The companies and individuals who adjust will be best suited to succeed.


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