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1、2023 recruiting trendsTalent teams pain points,priorities,expectations,and initiativesIntroduction.3Executive summary.4Talent acquisition tech stacks.5Executive investment in the TA function.7Recruiting team size:growth or cuts?.8Company headcount&talent market outlook.10Downtime/downturn priorities

2、&readiness-to-hire.13Outbound recruiting.17Diversity recruiting&hiring initiatives.19Employee value propositions,benefits,&compensation.22Data-driven recruiting.28Obstacles to hitting hiring goals.38Candidate experience&candidate struggles.41Recruitment marketing.47Talent acquisition budget&team foc

3、us in 2023.492023 recruiting challenges.54About our respondents.57How Gem can help.59Table of contents 2023 recruiting trends 2What does the future hold for recruitment?If the past few years have taught us anything,its that none of us can predict thator much of anythingfor sure.Thats why we surveyed

4、 nearly 700 talent acquisition professionals as 2022 came to a close:to get a collective sense of pain points,priorities,expectations,and goals;along with a shared sense of what 2023 might have in store for us.We asked about everything from tech stacks,to executive investment in the recruiting funct

5、ion,to headcount plans,to diversity hiring goals,to employer value propositions and employee benefits,to recruiting KPIs,to key focus areas and challenges anticipated.So while we cant say for sure what talent acquisition will look like this year,we can observe some important industry trends,includin

6、g:Introduction How teams are using recruiting technology,what KPIs theyre holding themselves to,and what data theyre tracking How TA teams are thinking about diversity initiatives,and what their biggest challenges are to diversity hiring What“downturn activities”recruiting teams are engaging in (if

7、theyre experiencing downtime),and how prepared they feel for when hiring turns back on again Where teams are investing their resources when it comes to candidate experience,along with their biggest struggles with candidates Whats keeping teams from hitting their hiring goals Which recruitment market

8、ing strategies recruiting teams are employingand which see the best ROI What talent teams are laser-focused on in 2023,and where their budget is going The recruiting and hiring challenges TA pros anticipate this year and more.Weve also segmented responses by company size,recognizing that recruiting

9、teams in smaller organizations(0-999 FTEs)and larger organizations(1000+FTEs)may be having different experiences right now.The challenges ahead for recruitment may be changing,but the challenges themselves arent going anywhere.We hope this resource helps you better understand the broader recruiting

10、landscape,assess your companys place in that landscape,and anticipate what may lie ahead.Its as important as ever to keep a finger on the pulse of the industry.So heres what your peers are thinking about,and what theyre up to.2023 recruiting trends 3Reasons for optimism:recruiting teamand overall he

11、adcountgrowth is expected 24%of recruiting organizations saw reductions in force in the last half of 2022but 33%of smaller organizations and 54%of larger organizations saw recruiting team growth.And only 11%of respondents expect their recruiting teams to shrink this year;34%expect growth in 2023.Wha

12、ts more,75%of talent acquisition professionals at smaller organizations and 70%at larger organizations say they expect company-wide headcount increases in 2023.(Only 16%and 20%,respectively,expect decreases.)Pipeline-building is the#1 activity talent teams are engaging in,in preparation for a market

13、 return Continuing to build talent pipelines for the inevitable bounceback in hiring is the#1 activity talent teams are engaging in:60%of respondents say their teams are pipeline-building.Data cleanup,evaluating DEI initiatives,and building or strengthening employee value propositions(EVPs)are also

14、high on the list of downturn priorities:47%,46%,and 41%of teams respectively say theyre engaging in these activities.Meeting diversity goals and initiatives continues to be challenging 54%of smaller organizations and 76%of larger organizations say they have formal diversity hiring goals or initiativ

15、es in place,yet only 16%say theyre meeting them.The biggest barrier for organizations struggling to meet diversity goals is finding underrepresented talent to begin with(53%),followed by moving them through the hiring funnel(29%),and retaining them(17%).Best source of hire is the#1 data point teams

16、are tracking The top-4 use cases for data this year are:to uncover best source/s of hire(61%),to track passive candidate outreach(58%),to report on time-to-hire and cost-per-hire(57%),and to track diversity hiring(55%).“Difficulty finding quality candidates”is,by far,the top anticipated challenge of

17、 2023 61%of talent acquisition professionals from smaller organizations and 57%from larger organizations say finding quality candidates is a current challenge.Engaging passive talent is a top priority in 2023 Sourcing tools and tech are the#1 technology talent teams will invest budget in this year.(

18、Recruitment marketing platforms and technologies are#2,and the ATS is#3regardless of company size.)Diversity hiring takes the#1 place in terms of talent team focus 54%of respondents say DEIB should be a top hiring focus this year.(Talent sourcing came in at#2:51%of talent professionals think recruit

19、ing teams should be focusing here.)Finding qualified candidates is 2023s top challenge The top 3 recruiting and hiring challenges talent acquisition professionals anticipate in 2023 are the same,regardless of company size:difficulty finding qualified candidates(53%anticipate this challenge),uncompet

20、itive offers(37%),and nurturing passive talent over the long term(31%).Executive summary2023 recruiting trends 4Talent acquisition tech stacksThe applicant tracking system(ATS)is the most common technology used across TA teams,regardless of company size:84%of respondents from larger organizations an

21、d 85%of respondents from smaller organizations say they have one in place.From there,there are some differences in the technologies small and large organizations prioritize:smaller organizations,for example,are more likely to prioritize candidate sourcing software(probably because they dont see the

22、volume of inbound larger organizations see),while larger organizations are more likely to prioritize recruitment marketing tools(probably because they have the resources and the bandwidth to attend to a formal recruitment marketing strategy)Did you know?Gems customers see:5x faster sourcing,2x respo

23、nse rates,and 5x higher passthrough rates with our talent engagement platform as their source of truth for hiring.2023 recruiting trends 5These numbers suggest that theres a considerable opportunity in 2023 for talent acquisition teams to grow and mature their technology stacks,streamline processes,

24、and do more with fewer resources if necessary.Candidate sourcing software,for example,should be an integral part of any tech stack by now.A CRM that integrates with your ATS will give you full-funnel views of your hiring effortsfrom initial reachout to offer-outallowing you to understand best source

25、-of-hire,demonstrate ROI,optimize for candidate experience,and increase offer-accept rates.Which of the following recruiting technologies do you currently use?*Respondents who chose“Other”added spreadsheets,recruitment matrices,talent intelligence tools,analytics tools,LinkedIn,and Gem.A very few sa

26、id they had their own in-house recruiting software;others said“none of the above.”84%Applicant tracking system(ATS)59%Recruitment marketing tools51%Interview scheduling tools49%Candidate sourcing software43%Candidate relationship management platform(CRM)38%Onboarding software35%Candidate experience

27、rating/survey tools33%Candidate assessment tools28%Candidate screening tools85%Applicant tracking system(ATS)53%Candidate sourcing software46%Interview scheduling tools46%Recruitment marketing tools30%Onboarding software29%Candidate assessment tools28%Candidate experience rating/survey tools27%Candi

28、date relationship management platform(CRM)18%Candidate screening toolsSMALLER ORGANIZATIONS(1-999 FTES)LARGER ORGANIZATIONS(1,000+FTES)5%Other4%Other2023 recruiting trends 6On a scale of 1-10,how deeply invested would you say your executive team is in your organizations recruiting function?SMALLER O

29、RGANIZATIONSLARGER ORGANIZATIONSOn average,business executives received a 7.2 out of 10 when it comes to their investment in the companys recruiting function.Talent acquisition professionals at larger organizations perceive their executives as slightly more invested than those at smaller organizatio

30、ns do;but the general sentiment is thatwhile theres certainly room to growexecutive teams understand how critical Talent Acquisition is to business success.Executive investment in the TA function7/107.4/102023 recruiting trends 7Has the size of your recruiting team changed over the last 6 months?SMA

31、LLER ORGANIZATIONSLARGER ORGANIZATIONS*Respondents who chose“Other”mostly said some version of“I dont know,”though quite a few respondents from smaller organizations described the team increasing and then decreasing over the last 6 months.In the last half of 2022,around (24%)of recruiting organizati

32、ons saw reductions in force,regardless of company size.On the other hand,1/3 of smaller organizations and more than (54%)of larger organizations saw recruiting team growth.The outlook for 2023 appears conservatively optimistic:only 11%of respondents expect their recruiting teams to shrink this year(

33、TA professionals at larger companies are more likely to expect reductions),while more than 1/3(34%)of respondents say they expect recruiting team growth in 2023.Recruiting team size:growth or cuts?33%Yes,our team has increased1%Other42%No24%Yes,our team has decreased54%Yes,our team has increased19%N

34、o24%Yes,our team has decreased3%Other2023 recruiting trends 8How do you expect the size of your recruiting team to change over the next 12 months?LARGER ORGANIZATIONSSMALLER ORGANIZATIONS54%I expect it to stay the same8%I expect it to shrink8%I dont know30%I expect it to grow43%I expect it to stay t

35、he same6%I dont know13%I expect it to shrink38%I expect it to grow2023 recruiting trends 975%of talent acquisition professionals at smaller organizations and 70%at larger organizations say they expect company-wide headcount increases in 2023.(Only 16%and 20%,respectively,expect decreases.)These numb

36、ers explain why more than 1/3 of respondents expect their recruiting teams to grow this year(see p.9).Whats more,45%of talent professionals expect there will be more qualified candidates than open roles this yearlikely due to the numbers of available talent on the market after a year of layoffs,and

37、the number of passive candidates willing to have conversations in the wake of reductions in force.Fewer respondents37%believe they wont have enough qualified candidates for their open roles.Company headcount&talent market outlook2023 recruiting trends 102023 recruiting trends 10“What we can now show

38、 is:This is how hard our team is working.Gems data is incredibly impactful when it comes to asking for additional headcount or resources.When the company has metrics that show were outgrowing our business,were all the more likely to get immediate support.”Jaime Schmitt Talent Attraction Manager for

39、North AmericaHow do you expect the number of new roles at your organization to change over the next 12 months?“As we grow,we can justify more headcount for the sourcing function in TA.Gems metrics are invaluable in explaining to Finance why this is where I want to leverage our headcount.”Angela Mill

40、er Head of Recruiting (formerly Senior Director,Global Talent Acquisition&Operations Pure Storage)SMALLER ORGANIZATIONSLARGER ORGANIZATIONS6%I expect it to decrease significantly5%I expect it to decrease significantly9%I dont know10%I expect it to decrease slightly58%I expect it to increase slightly

41、17%I expect it to increase significantly15%I expect it to decrease slightly18%I expect it to increase significantly52%I expect it to increase slightly10%I dont know2023 recruiting trends 11Whats your outlook on recruiting for your organization in 2023?*Most respondents who chose“Other”said the answe

42、r was role-dependent,yet many roles would see more qualified candidates(“in general well have more qualified candidates but for some specialized roles I think well still have difficulty filling”;“it depends on the rolewe have some hard-to-fill senior roles that may be challenging,but otherwise I exp

43、ect us to find more qualified candidates than we have roles for”;“Mix of the above.Some roles are niche and difficult to fill while others will have more qualified candidates than open roles”).LARGER ORGANIZATIONSSMALLER ORGANIZATIONS43%I expect us to have more qualified candidates than open roles4%

44、Other35%I expect us to have more open roles than qualified candidates18%I dont know46%I expect us to have more qualified candidates than open roles1%Other39%I expect us to have more open roles than qualified candidates14%I dont know2023 recruiting trends 12Continuing to build talent pipelines for th

45、e inevitable bounceback in hiring is the#1 activity talent teams are engaging in,regardless of company size:60%of respondents say their teams are in the process of pipeline-building.Data cleanup,evaluating DEI initiatives,and building or strengthening employee value propositions(EVPs)are also high o

46、n the list of downturn priorities:47%,46%,and 41%of teams respectively say theyre engaging in these activities.(Meanwhile,31%of respondents say their recruiting organizations arent experiencing downtime.)The moral of the story?If youre not building pipelines,engaging in data cleanup,evaluating DEI i

47、nitiatives,building out your EVP,and more,you wont be as prepared as the majority of teams say they are for when hiring returns in full force.While recruiters at larger organizations are slightly more likely to say theyre prepared for the rebound,42%of respondents say theyre very prepared,and 47%say

48、 theyre somewhat prepared.Only 12%admitted theyd be unprepared if hiring were to rebound tomorrowdont find yourself among them!Downtime/downturn priorities&readiness-to-hire“How are we maintaining our pipeline right now?We have a lot of roles on plan,so how do we nurture our networks so if that pers

49、on is available in three months when were ready to hire,were top-of-mind for them?Gem is wildly helpful with this.Were seeing response rates go up these dayspeople are victims of hiring freezes or theyre working overtime because their teams have been cut.So people are more receptive right now,which

50、is great for building foundational relationships.”Abigail Chambley Director of Talent Acquisition2023 recruiting trends 132023 recruiting trends 13Is your team engaging in any of the following activities as a response to downtime due to a hiring freeze or slowdown?56%Building our talent pipeline46%D

51、ata cleanup41%Evaluating our DEI hiring initiatives39%Building and/or strengthening our employee value proposition30%Checking in with recent hires27%Investing in recruiter upskilling/L&D21%Consolidating tools in our tech stack20%Conducting an audit of our tech stack16%Investing in internal mobilityS

52、MALLER ORGANIZATIONS(1-999 FTES)2%Other12%Redeploying recruiters to other teams33%We are not experiencing downtimeAbigail Chambley Director of Talent Acquisition 2023 recruiting trends 14*Respondents who chose“Other”added social media marketing,talent branding,process&program evaluations and improve

53、ments,reviewing and standardizing processes,rebuilding compensation frameworks and skill leveling,and watching turnover/retention.50%Evaluating our DEI hiring initiatives47%Data cleanup43%Building and/or strengthening our employee value proposition35%Investing in recruiter upskilling/L&D26%Investing

54、 in internal mobility25%Checking in with recent hires24%Redeploying recruiters to other teams22%Conducting an audit of our tech stackLARGER ORGANIZATIONS(1,000+FTES)3%Other22%Consolidating tools in our tech stack28%We are not experiencing downtime63%Building our talent pipelineIs your team engaging

55、in any of the following activities as a response to downtime due to a hiring freeze or slowdown?2023 recruiting trends 15If the hiring market were to rebound tomorrow,how prepared do you feel your team would be?LARGER ORGANIZATIONSSMALLER ORGANIZATIONS47%Somewhat prepared5%Very unprepared11%Somewhat

56、 unprepared37%Very prepared46%Somewhat prepared7%Somewhat unprepared46%Very prepared1%Very unprepared2023 recruiting trends 16Does your team have dedicated sourcers?The most mature talent acquisition teams have a TA strategy that considers both active and passive candidates,allowing them to discover

57、 the best talent,rather than just the best available talent.Of course,sourcing is an activity that anyone in your organization can(and should!)engage in;but dedicated sourcers are specialists in everything from talent market research to Boolean to selling the role in initial reachouts.29%of responde

58、nts in smaller organizations say their teams have dedicated sourcers,while 58%of respondents in larger organizations say they do.These numbers are smaller than last years(when 58%and 75%of small and large organizations,respectively,had dedicated sourcers),which suggests that sourcing functions got h

59、it hard in last years reductions in force.Regardless of whether they have dedicated sourcing roles,the majority of recruiting teams73%of smaller organizations and 83%of larger organizationstrack data on candidate outreach in order to optimize their messaging efforts.(Last year,87%of talent professio

60、nals said they track data on candidate outreach.)More than half of respondents who track outreach data do so through a solution that tracks the data for them.One advantage to automated solutions,of course,is team-wide visibility:sourcers and recruiters can see what messaging from their peers resonat

61、es most with passive talent,and develop and share best practices from there.They can also A/B test and track the efficacy of specific strategiessuch as sending-on-behalf-of hiring managers or executives.*Respondents at smaller organizations who chose“Other”added comments such as:“were in the process

62、 of hiring our first dedicated sourcer”;“we did,but the sourcing team was impacted by recent layoffs”;“we use an agency for sourcing”;“we only have full-cycle recruiters,no coordinators”;“our hiring managers are sourcerstheres a heavy use of referral networks”;“our coordinators also dedicate time to

63、 sourcing efforts”;and“as a small business,we have one corporate recruiter who manages all our hiring efforts.”Respondents at larger organizations who chose“Other”mostly said they didnt know;though a few responded that the answer depended upon the role.Outbound recruitingSMALLER ORGANIZATIONSLARGER

64、ORGANIZATIONS7%Other29%Yes,we have dedicated sourcers64%No;our recruiting org is primarily full-cycle recruiters and coordinators58%Yes,we have dedicated sourcers39%No;our recruiting org is primarily full-cycle recruiters and coordinators3%Other2023 recruiting trends 17Does your team track data on c

65、andidate outreach?SMALLER ORGANIZATIONS35%Yes,but sourcers and recruiters track their own activity38%Yes,but sourcers and recruiters track their own activity1%Other1%Other38%Yes;we use a solution that tracks open rates,click-through rates,reply rates,etc45%Yes;we use a solution that tracks open rate

66、s,click-through rates,reply rates,etc25%No16%No“The team has grown;its no longer a few of us sitting next to each other asking,How are your reachouts doing;what are you sending out?I can jump into Gem and get that information myself.Which reachouts are seeing the highest reply rates?What about those

67、 are unique?Is it the length,the style,the headline?We literally get to learn from each other through data,and leverage that learning to craft better outreach emails.”Joe Gillespie Head of People a stealth startup(formerly Head of Tech Recruiting Robinhood)LARGER ORGANIZATIONS2023 recruiting trends

68、18Over half(54%)of smaller organizations and over 2/3(76%)of larger organizations say they have formal diversity hiring initiatives or diversity goals in place.These numbers are also smaller than last years(when 66%and 72%of small and large companies,respectively,said they had diversity goals and in

69、itiatives),suggestingsadlythat diversity has been deprioritized for some organizations over the last 12 months.Larger organizations are more likely20%more likelyto make these goals public.The majority of diversity hiring initiatives52%for smaller organizations and 63%for larger organizationstake mor

70、e than gender and racial diversity into account,considering things like age,veteran status,and LGBTQ+identity.16%of all respondents,regardless of company size,say theyre meeting their diversity goals and not experiencing roadblocks in their diversity initiativesmeaning 84%of teams see at least some

71、struggle in meeting those goals.The biggest barrier for organizations when it comes to diversity is finding underrepresented talent to begin with(53%),followed by moving underrepresented candidates through the hiring funnel(29%),and retaining underrepresented employees(17%).*Respondents who chose“Ot

72、her”added comments such as:“we are in the process of developing them for 2023”;“our DE&I strategy and goals are in the process of being defined”;“no specific goals but a focus”;“very broad goals”;“we are working with a consulting group to develop a company-wide philosophy which will impact how we cr

73、eate those goalsand what they are”;“we dont have a formal diversity hiring initiative but we are absolutely always open to all kins of diversity”;and“diversity in our organization is organic.”Diversity recruiting&hiring initiativesDoes your team have a formal diversity hiring initiative or diversity

74、 goals in place?SMALLER ORGANIZATIONSLARGER ORGANIZATIONS4%Other3%Other5%I dont know9%I dont know37%No12%No14%Yes,and they are public40%Yes,and they are internal only42%Yes,and they are internal only34%Yes,and they are public2023 recruiting trends 19*Most respondents who chose“Other”did so because t

75、heir organizations do not have diversity goals in place,or because they dont know what those diversity initiatives entail.If so,what is included in your diversity hiring initiative?“Were striving to increase the representation of certain employee populations across teams,roles,and levels based on th

76、e research weve collected on the existing talent pool.Gem is not only informing those targets;its also helping us track how were trending.”Joe Salazar Talent&Performance Programs Manager52%Gender and racial diversity,alongside other considerations(age,LGBTQ,veteran status,etc.)9%Gender diversity onl

77、y1%Racial diversity only10%Other28%Both gender and racial diversitySMALLER ORGANIZATIONSLARGER ORGANIZATIONS1%Racial diversity only26%Both gender and racial diversity63%Gender and racial diversity,alongside other considerations(age,LGBTQ,veteran status,etc.)5%Gender diversity only5%Other2023 recruit

78、ing trends 202023 recruiting trends 20“With Gem,weve seen a 54%increase in URG candidates and a 31%increase in female-identified candidates making it to the first-round interview.Offers extended to,and offers accepted by,URGs have increased.Thats been phenomenal to see.”En-Szu Hu-Van Wright Talent O

79、perations Manager*Respondents who chose“Other”added comments such as:“engaging underrepresented talent(e.g.through employer brand)”;“not having a dedicated DEIB leader”;“we dont have the budget right now for a full-time DEI People&Talent team member”;“lack of leadership alignment on DE&I”;“lack of b

80、udget to fund initiatives”;“attracting underrepresented candidatesour brand is still nascent”;“finding female engineers”;“finding underrepresented talent with the right skills”;“difficulty sourcing diversity”;and“dont have enough data to give a good answer.”What would you say are your biggest barrie

81、rs to improving diversity?32%Moving underrepresented candidates through our hiring funnel20%Retaining underrepresented employees16%Getting underrepresented candidates to accept our offer12%Were not tracking diversity,so I dont know16%Were not experiencing any barriers,and were meeting our diversity

82、goals5%Other25%Moving underrepresented candidates through our hiring funnel13%Retaining underrepresented employees9%Getting underrepresented candidates to accept our offer23%Were not tracking diversity,so I dont know16%Were not experiencing any barriers,and were meeting our diversity goals4%Other49%

83、Finding underrepresented talent56%Finding underrepresented talentSMALLER ORGANIZATIONSLARGER ORGANIZATIONS2023 recruiting trends 212023 recruiting trends 21An employee value proposition(EVP)is the unique set of benefits employees receive in return for the skills,experience,and other contributions th

84、ey bring to your company to help it succeed.One might argue that in todays market,an EVPand the employer brand it sustainsis more important than ever.This is especially true if the number of open roles at your company has decreased,since the need for the highest-quality talent to fill those roles th

85、en increases.If you want to attract that talent?You need an impeccable brand story.Still,only about (24%)of respondents at small organizations and 2/5(39%)of respondents at larger organizations say their company has a formalized EVPnumbers wed love to see increase over the course of 2023.The good ne

86、ws for larger companies?Those numbers look better than they did last year,when 28%of respondents said yes,their organizations had a formalized EVP.Over the last 12 months,larger organizations seem to have recognized the importance of a coherent and consistent story about the value their company offe

87、rs to talent11%more of them have formalized EVPs in that time.The other good news is that the majority of organizations have been reflecting upon the benefits they offer:over half of all respondents(53%)say their organizations introduced new employee benefits in 2022.(Mental health benefits(51%),fle

88、xible work schedules(50%),allowing employees to choose where they work(44%),and career development and training(43%)were the most common benefits added last year.)Finally,58%of smaller organizations and 56%of larger organizations say their salary offers increased in 2022.(While salary is only a frac

89、tion of what makes up an EVP,its certainly a crucial part!)Employee value propositions,benefits,&compensation2023 recruiting trends 22Does your organization have a formalized employee value proposition(EVP)?LARGER ORGANIZATIONSSMALLER ORGANIZATIONS9%I dont know24%Yes,and we share it regularly throug

90、hout our hiring process7%I think so,but I dont really use it11%I dont know,but Ive come up with my own based on what I know about our org20%Were in the process of creating one26%No3%I work for an agency,so EVP varies by client17%I dont know39%Yes,and we share it regularly throughout our hiring proce

91、ss9%I think so,but I dont really use it9%I dont know,but Ive come up with my own based on what I know about our org12%Were in the process of creating one12%No2%I work for an agency,so EVP varies by client2023 recruiting trends 23Has your org changed its employee value proposition or introduced new e

92、mployee benefits in the last 12 months?*Respondents who chose“Other”added comments such as:“we are evaluating this”;“we are working on this now”;“there were a few changes but nothing was formalized”;“we have changed some vendors,but overall our benefits have remained the same”;and“not in the region

93、I am recruiting for.”LARGER ORGANIZATIONSSMALLER ORGANIZATIONS53%Yes2%Other1%Other31%No14%I dont know53%Yes25%No21%I dont know2023 recruiting trends 24If so,what did those include?47%More inclusive company holidays(e.g.Juneteenth)44%Flexible work schedules40%Career development and training39%The abi

94、lity for employees to choose where they work(home,in-office,hybrid)31%Additional PTO days20%Financial wellness programs47%Mental health benefits20%Supporting the social causes employees care about(e.g.donation-matching)7%Childcare assistance17%Other54%Mental health benefits48%The ability for employe

95、es to choose where they work(home,in-office,hybrid)45%Career development and training37%Financial wellness programs34%More inclusive company holidays(e.g.Juneteenth)29%Supporting the social causes employees care about(e.g.donation-matching)56%Flexible work schedules27%Additional PTO days15%Childcare

96、 assistance13%OtherLARGER ORGANIZATIONSSMALLER ORGANIZATIONS2023 recruiting trends 25“Fertility benefits!”“We added Fertility/Family Forming benefits as well as healthcare advocacy assistance”“$10,000 stipend to be used towards 1)travel for medical care that is covered by insurance but which is not

97、available where you live;and 2)fertility treatments,which are currently not included in our insurance plan”“Increased parental leave”“We increased parental leave from four weeks to eight weeks and the bereavement leave from five days to ten days”“Paid family leave”“Paid medical leave”“4 day work wee

98、ks”“Attendance bonus incentives and pay raise”“We went fully remote”“401k match and pet insurance”“401k match increase,broadened mental health benefits,pet insurance”“RSU vesting schedule changed from 4 years to 3 years”“Bonus and stock options”“Retention bonuses”“Additional benefits coverage,i.e.ad

99、ult orthodontia”“Increased covered dental/vision benefits”“Changes to Medical,Dental,401k plans,hourly employees to weekly pay”“Added disability coverage”“Life Insurance+AD&D”“Casual Fridays”“Mental health days quarterly”“Wellness benefits”“Work from home stipends”“Increased pension”“Equity changes”

100、Some“other”employee benefits employers have added over the last 12 months:2023 recruiting trends 26*The majority of respondents who chose“Other”said they dont know.Other comments included:“depends on location”;“theyve increased with inflation”;“theyve increased for talent outside of tier 1 markets w

101、ith pay parity laws in CA and a choice to pay agnostic of location”;and“we are a recruitment agency so the salary offers are not up to us.”LARGER ORGANIZATIONSSMALLER ORGANIZATIONS58%Theyve increased2%Other4%Other5%Theyve decreased5%Theyve decreased35%Theyve stayed the same56%Theyve increased35%They

102、ve stayed the sameOn average,how have your salary offers changed over the last 12 months?2023 recruiting trends 27The top 4 KPIs recruiting teams currently track are the same regardless of company size:time to hire(73%of teams track this),source of hire(70%of teams track this),offer-accept rate(66%o

103、f teams track this),and offer rejection reasons(55%of teams track this).The top 3 KPIs talent teams track havent changed since last yearthough diversity has lost its place as#4.For the most part,larger organizations are only slightly more likely to track specific KPIs(an exception is quality-of-hire

104、smaller organizations are slightly more likely to track this metric);and respondents from larger organizations were more likely to say they“dont know”about specific use cases for data.(If you answered“I dont know,”it may be worth reaching out to find out what KPIs your team holds themselves accounta

105、ble to and what metrics they track.)Looking ahead to 2023,the top 4 use cases for data are also the same regardless of company size:61%of teams will use data to uncover best sources of hire;58%of teams will use data to track passive candidate outreach;57%of teams will use data to report on time-to-h

106、ire and cost-per-hire;and 55%of teams will use data to track diversity hiring.Tracking passive candidate outreach is seeing a new emphasis in 2023fewer teams focused on this KPI last year,suggesting a new urgency at the top of the funnel around attracting passive talent.When we asked how important d

107、ata will be in 2023 on a scale of 1-10,recruiting professionals gave it a 7.8 out of 10.Read on for insights directly from the mouths of talent acquisition professionalswhy did they choose the number they did?Data-driven recruiting“With Gems Outreach Stats,recruiters can see exactly how many message

108、s theyve sent,what their open and response rates look like,what percentage of their outreach is to female talent or underrepresented talent.These are SLAs we hold recruiters to,so to be able to track prospective candidates behavior is remarkably insightful.What content resonates for talent;whats mak

109、ing them click?Recruiters are meeting their SLAs because they have access to precisely the data that helps them do so.”Emily RussellManager,Recruiting Ops(formerly Senior Global Data Analyst,Recruiting Unity)2023 recruiting trends 282023 recruiting trends 28“What does team activity look like?What ar

110、e our best sources of hire?What do passthrough rates look like at every stage of the hiring funnel,for every role?Gem gives us historical data to work with.Understanding what our baseline metrics were and being able to identify opportunities to optimize drove a 10-day drop in our time to fill.”Amber

111、 Hayes,VP,Recruiting,People Strategy,&OperationsWhat recruiting KPIs do you currently track?69%Source of hire65%Offer accept rate55%Offer rejection reasons40%Passthrough/conversion rates38%Top of funnel activity37%Retention rate of hire73%Time to hire37%Diversity35%Recruiter workload(#of reqs/candid

112、ates)34%Time in stage30%Cost per hire25%Candidate experience SLAs21%Hiring manager satisfaction19%Interviewer workload(hours/week per interviewer)5%Other34%Quality of hireSMALLER ORGANIZATIONS2023 recruiting trends 292023 recruiting trends 29“The data is now right there.Execs can self-serve it in Ge

113、m.Plus I have access to data I didnt have when I was manually cobbling reports togetheraverage time to hire,for example,or offer decline reasons,or offer-accept rates by gender or by source.”Andon Cowie Head of Global Recruiting70%Source of hire67%Offer accept rate54%Offer rejection reasons42%Retent

114、ion rate of hire39%Top of funnel activity40%Passthrough/conversion rates72%Time to hire52%Diversity35%Time in stage48%Recruiter workload(#of reqs/candidates)32%Candidate experience SLAs30%Quality of hire30%Hiring manager satisfaction24%Interviewer workload(hours/week per interviewer)3%Other33%Cost p

115、er hire*Respondents who chose“Other”added“branding,”“licensing,”“roles per department,”and“inefficiencies.”Others said“none of the above,”or some version of“were just beginning to track these”or“we dont track these well,but we do look at them regularly.”What recruiting KPIs do you currently track?LA

116、RGER ORGANIZATIONS2023 recruiting trends 302023 recruiting trends 30SMALLER ORGANIZATIONSDo you currently use data to:LARGER ORGANIZATIONSTrack sourcer/recruiter activity at the top of the funnel?58%Yes33%No9%I dont Know64%Yes19%No17%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIONSTrack recruiti

117、ng team workload?58%Yes35%No7%I dont Know71%Yes18%No11%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIONSTrack passthrough rates to identify bottlenecks?54%Yes35%No10%I dont Know1%Other56%Yes28%No16%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIONSTrack interviewer and hiring manager workload?3

118、6%Yes55%No9%I dont Know42%Yes39%No19%I dont Know2023 recruiting trends 31Do you currently use data to:LARGER ORGANIZATIONSSMALLER ORGANIZATIONSForecast hires,capacity plan,and plan for resource allocation?61%Yes29%No9%I dont Know1%Other58%Yes22%No20%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIO

119、NSTrack career/micro site conversions and efficacy?20%Yes62%No18%I dont Know29%Yes37%No34%I dont Know*Respondents who chose“Other”to the above added comments such as:“yes,but its not done effectively across the board”;“for engineering,yes”;“this is done ad hoc,not on a regular cadence”;“only when th

120、ere is a lot of hiring going on”;“we are starting to do this more diligently”;“data is loosely tracked but steps havent been taken to ensure data accuracy/integrity”;“we share it once a quarter”;and“its complicated.”LARGER ORGANIZATIONSSMALLER ORGANIZATIONSTrack cost per application or cost per hire

121、?34%Yes52%No13%I dont Know1%Other36%Yes36%No28%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIONSAssess recruitment marketing ROI/attribution?28%Yes57%No15%I dont Know41%Yes28%No31%I dont KnowLARGER ORGANIZATIONSSMALLER ORGANIZATIONSDo you bring data to your leaders or execs regularly?67%Yes25%No4

122、%I dont Know3%N/A(I AM the exec)71%Yes18%No11%I dont Know1%Other2023 recruiting trends 32“We send a weekly Hiring Update to all of c-suite.This includes YOY hiring trends,current HC,wins,bottlenecks,industry trends and a c-suite TA Dashboard.”“Were tracking monthly retention,vacancy,time to hirea hi

123、gher overview.”“We regularly track recruiter activity,workload,and hiring manager/interviewer workload.We dont have metrics in place to track marketing ROI and we only bring data to execs when needed.Unfortunately we arent a big enough company yet to be tracking a lot more.”“Our executive team revie

124、ws our recruitment data weekly as part of a weekly executive meeting with our recruitment team.”“We track and have realtime dashboards on top of monthly and quarterly reports.”“We would love to track interviewer and hiring manager workload,but havent found a good way to do it.”“We do more than this;

125、we also meet with hiring teams across our largest divisions(sales and research)regularly to talk through how theyre performing/what trends were seeing.I also created an“Inclusive Hiring Standard”guideline and each requisition is scored out of 10 total points.8 points are earned on behaviors/actions

126、the manager can take(simple yes/no),and the last 2 points are reflective of candidate diversity at the initial manager interview.(Target threshold for race/ethnicity,gender,sexual orientation,physical disability or neurodivergence,and veteran status.)”“We are just beginning to build our recruiting/s

127、ourcing function beyond the base level of the function.All of this data tracking is a hopeful future state.”“I set up reports on conversion rates and response rates.”“We use Gem to track all of these.Love pipeline analytics.”“I created a dashboard to bring data to execs and department leaders.Curren

128、tly working on getting an ATS so data is easier to track/manipulate.”“I bring ideas and suggestions to increase applicant flow and help track retention.”Would you be willing to elaborate?2023 recruiting trends 33How do you plan to use data in 2023?60%To report on time-to-hire,cost-per-hire,etc.58%To

129、 track passive candidate outreach(open rates,click-through rates,etc.)53%To track diversity hiring51%To identify bottlenecks in the pipeline50%To forecast hiring49%To track recruiter performance43%To know where to invest resources40%To determine the ROI of our recruiting tools35%For capacity plannin

130、g34%To report the business impact of the recruiting function31%To determine the ROI of recruitment marketing initiatives(events,campaigns,career sites,etc.)25%To check unconscious bias12%All of the above(Were a data MACHINE!)4%Other35%To justify/ask for more resourcesSMALLER ORGANIZATIONS64%To uncov

131、er best sources of hire2023 recruiting trends 34LARGER ORGANIZATIONS57%To track passive candidate outreach(open rates,click-through rates,etc.)54%To report on time-to-hire,cost-per-hire,etc.46%To forecast hiring43%To determine the ROI of our recruiting tools52%To track recruiter performance38%To kno

132、w where to invest resources37%To determine the ROI of recruitment marketing initiatives(events,campaigns,career sites,etc.)51%To identify bottlenecks in the pipeline37%To report the business impact of the recruiting function29%For capacity planning28%To check unconscious bias20%All of the above(Were

133、 a data MACHINE!)3%Other41%To justify/ask for more resources*The majority of respondents who chose“Other”said they dont track any of the above.Others added comments such as:“were in the process of moving to a platform that will help us track this data”;“I would love resources on how to connect these

134、 goals more efficiently for leaner talent teams”;“my talent org doesnt use data as heavily as others I have worked for”;and“were tracking all of this already,but we plan to start using the data more next year.”57%To uncover best sources of hire57%To track diversity hiringHow do you plan to use data

135、in 2023?2023 recruiting trends 35“Numbers never lie.Data is extremely important for us and thats the reason gathering accurate data is a big goal for 2023.”“As hiring slows,we will be much more intentional about each hire we make.As such,we need high-fidelity data to inform our processes and decisio

136、ns.”“Data is important in knowing how to become more efficient and increase candidate satisfaction and retention.”“We need to find the best sources of hire for the cost.”“Without data there is no plan in place on how to move forward and what adjustments are to be made to the processes we have in pla

137、ce.”“Behavior doesnt change because you want it to,or because its the right thing.Data is the only driver of change.If you have specific examples of we lost this candidate because they were in the hiring manager interview stage for 3 weeks and thats why we have a TTF of 55 days,its far more effectiv

138、e than saying so-and-so manager isnt moving quickly enough.Point to the data and let that drive behavior change.”“I personally find data to be critical for 2023 if we want to be competitive,let alone survive.”“In an economic downturn,data is how we prove the need for anything and everything,both qua

139、ntitative and qualitative.”“I think that if recruiting continues to have the same struggles in 2023,all data possible will help us plan ahead and assist in successful hiring.”“Budgets will only be tighter so I need data to justify needs and decisions with senior leaders.”“Since it is a lean period,i

140、t is efficient to collect data so when the work picks back up again we dont waste our energy.”“Recruitment is all about data and numbers;this is how we can justify to our clients why they pay retention fees.Data drives better decisions and keeps customers happy.”“We need to be able to track full cyc

141、le recruiting for the team to best utilize its time.”“Data is important to identify opportunities to improve and create a better and more efficient recruiting function.”“Data is important to understand the value of TA.”“Data is the main resource to understand the job market.”On a scale of 1-10,how i

142、mportant will data be for recruiting in 2023?Would you be willing to elaborate on the number you chose?Smaller organizations 7.7/10Larger organizations 7.9/102023 recruiting trends 36“Data=knowledge=power position on the job market.”“We provide very detailed analyses about any recruiting investment

143、decisions so we need to have accurate,compelling data to influence stakeholders.”“We are building out our TA stack and the data it generates will be a key driver moving forward.Currently all recruiting is manual and paper-based.”“Data is our everything;we can make informed decisions when we have dat

144、a.If we dont track/use data,we will operating on guesses and assumptions.”“Data before opinions.Data tells the story and helps with decision-making and influencing decision-makers.”“Personally,I think its important to track and evaluate this data.However,I dont think my company is prioritizing this.

145、”“While data will be important,our team is still measured more by final outcomes(hires and time-to-hire)than the other data points listed.Several of our stakeholders care more about the destination than the map&journey.”“We started to gather HR data/analytics/metrics in 2022 and expect to dive deepe

146、r in 2023.”“Right now this team has unusable data and zero metrics.I joined recently and I intend to change that for 2023.”“We have lacked in reporting in the past and will be making a big push for it this year.”2023 recruiting trends 37“Difficulty finding quality candidates”was,by far,the top chall

147、enge of 2022 for talent acquisition professionals:61%of respondents from smaller organizations and 57%of respondents from larger organizations said finding quality candidates was a current challenge.“Difficulty nurturing passive talent”was also in the top-3 recruiting challenges for organizations,re

148、gardless of size.Larger organizations,however,were more likely to cite both“recruiting process delays”(43%versus 28%for smaller organizations)and“uncompetitive offers”(33%versus 24%for smaller organizations)as a challenge.Obstacles to hitting hiring goals2023 recruiting trends 38What challenges are

149、you currently facing that impact your ability to hit hiring goals?33%Difficulty nurturing passive talent29%Lack of budget/resources28%Recruiting process delays27%Weak talent/employer brand24%Uncompetitive offers20%Lack of headcount19%Lack of data(best source of hire,funnel analytics,forecasting,etc.

150、)18%Lack of involvement from hiring managers11%Access to recruiting tech10%Proper adoption of recruiting tech10%We are not experiencing any challenges in hitting hiring goals6%Other11%No(or weak)referral programsSMALLER ORGANIZATIONS61%Difficulty finding quality candidates2023 recruiting trends 3943

151、%Recruiting process delays34%Difficulty nurturing passive talent33%Uncompetitive offers26%Lack of budget/resources22%Lack of data(best source of hire,funnel analytics,forecasting,etc.)21%Lack of headcount16%Lack of involvement from hiring managers14%Weak talent/employer brand14%Proper adoption of re

152、cruiting tech9%No(or weak)referral programs8%We are not experiencing any challenges in hitting hiring goals4%Other11%Access to recruiting techLARGER ORGANIZATIONS57%Difficulty finding quality candidates*Respondents who chose“Other”added comments such as:“competitive marketplace”;“onsite location req

153、uirement”;“location and on-site policy”;“candidates asking for high offers”;“lengthy hiring process”;“inconsistent involvement from hiring managers”;“unclear and changing expectations from hiring managers”;“niche industry/role requirements”;“shifting departments/req pauses/reorg”;“unclear hiring goa

154、ls as we reforecast due to the economic downturn”;“difficulty finding candidates who are willing to change companies because of the macro economy”;“hiring levels are off,underinflated titles,its hard to get people to take a lesser title to join us”;“passive candidates are not willing to move with th

155、e many layoffs happening”;and“segmented tools:we need to house it all under one roof to make it easier for our team.”What challenges are you currently facing that impact your ability to hit hiring goals?2023 recruiting trends 40While smaller teams were more likely to have invested resources at the i

156、nterview and onboarding stages of the candidate journey last year,larger organizations were more likely to have focused on the application experience.Yet recruiting teams hear the same top-3 rejection reasons from candidates,regardless of the size of the organization:compensation is too low(53%),the

157、y have better offers elsewhere(50%),and theyve received counter-offers from their current employer(36%).(These were the same top-3 rejections reasons hiring teams heard last year,by the way,but in a different order:better offers elsewhere(64%),compensation was too low(42%),and counter-offers at cand

158、idates current job(41%).The data suggests that organizations have indeed raised their compensation offers over the last 12 months.Smaller organizations biggest struggle with candidates is finding them(43%versus 37%for larger companies),while larger companies struggle most with competing offers(56%ve

159、rsus 43%for smaller organizations).Its worth noting that“finding candidates”became more difficult in 2022:only 30%of respondents noted this as a struggle in last years trends survey,while 40%say its a struggle now.And while“willingness to relocate”was a struggle for only 10%of respondents last year,

160、17%say its a struggle this year.When it comes to candidate experience,where did your team invest its resources in 2022?*Respondents who chose“Other”added comments such as:“sourcing”;“pre-application experience/identification and nurturing of passive talent”;“rejection reasons”;“offer alignment”;“com

161、munication”;“we send gifts to L5 candidates and above at the offer stage”;“Ive been speaking with the company about the onboarding piece to ensure the experience extends beyond the recruitment phase”;“we did not invest enough attention on overall candidate experience yetthis will be a big focus for

162、us in 2023”;“our company invests very little in its recruiting resources”;and“we did not invest but we need to in all of these.”47%The application experience46%The interview stage38%Onboarding36%Timely responses/SLAs32%The assessment stage32%Scheduling28%Candidate feedback7%Other60%The interview sta

163、ge49%Onboarding43%Scheduling 41%Timely responses/SLAs38%The application experience36%Candidate feedback31%The assessment stage4%OtherCandidate experience&candidate strugglesLARGER ORGANIZATIONSSMALLER ORGANIZATIONS2023 recruiting trends 4149%Compensation is too low35%Counter-offers at candidates cur

164、rent job24%Concerns about the economy16%Hiring process takes too long12%Inadequate benefits12%Concerns about career path49%Better offers elsewhere11%Not enough flexibility8%Concerns about business strength6%OtherSMALLER ORGANIZATIONSWhat are the most common reasons candidates give for rejecting job

165、offers at your org?7%I dont know6%Concerns about culture2023 recruiting trends 42*Respondents who chose“Other”added“leveling”;“location”;“competing offers do not demand relocation”;“hybrid work environment”;“not offering fully remote”;“company stage”;“we are a small unknown company”;“wanting to work

166、 at a larger,more established company”;“concerns about difficulty of role”;“quicker offers from other employers”;“visa issues”;“immigration policy”;“work-life balance”;“deciding that our employer value prop isnt what theyre looking for”;and“the licensing process is too time-consuming/difficult.”50%B

167、etter offers elsewhere36%Counter-offers at candidates current job29%Hiring process takes too long20%Concerns about the economy15%Concerns about career path13%Not enough flexibility56%Compensation is too low11%Inadequate benefits7%Concerns about business strength7%I dont knowLARGER ORGANIZATIONS4%Oth

168、er7%Concerns about cultureWhat are the most common reasons candidates give for rejecting job offers at your org?2023 recruiting trends 43What is/are your biggest struggle/s with candidates?43%Competing offers40%Getting them interested and engaged40%Having them pass our interview process27%Ghosting13

169、%Willingness to relocate4%Other43%Finding them39%Getting them interested and engaged39%Having them pass our interview process37%Finding them35%Ghosting20%Willingness to relocate4%Other56%Competing offersLARGER ORGANIZATIONSSMALLER ORGANIZATIONS*Respondents who chose“Other”added“working on-site”;“wan

170、ting to work remote only”;“remote work requestshybrid is not acceptable in many cases”;“relocation assistance”;“compensation levels”;“having the necessary skill sets”;“licensing”;and“it varies by role.For example,for FP&A roles it often has to do with finding candidates with the right mix of certifi

171、cations/education background that are open to making a move,while for marketing/creative its often sorting through SO many candidates to find the right fit/unicorn.”2023 recruiting trends 44“We have a very lengthy interview process that requires a lot of time from the candidate.On top of that we req

172、uire 90%of our roles to sit onsite full time.”“Getting them to want to come on-site 5x days a week to our inconvenient location.”“Finding the right candidate is always a big task and sometimes after finding them they are not ready to relocate or want remote work.Sometimes Client takes a long time to

173、 respond which makes candidate back off.”“Our jobs are fully remote and we no longer offer relocation.This is a big deal for younger candidates who want to go in the office after years of being virtual.”“Our clients are small companies who compete for talent with corporations who can afford to pay m

174、ore.”“I recruit in ConstructionProject Managers,Superintendents,Development.Tough to find qualified talent.”“I am in web3 space and looking for very specific skills that candidates rarely have so identifying them is the biggest problem.”“We have a high technical bar.”“We have a very high technical b

175、ar,and are in an edge case business,so our EVP is sometimes tough.”“We have a specific tech stack and require knowledge of our industry so it narrows the pool down.For every 4 phone interviews 1 will pass through.”“We have a case study or mock pitch for nearly every job.Candidates either nail this s

176、tage,or notand its hard when you see the potential but they couldnt make it past this step.However,as a small start up were intentional with our interview process and see this as a core differentiator in our selection/hiring process petitors.”“Not hard to find qualified candidates but harder to find

177、 diverse qualified candidates.”“Finding and engaging qualified underrepresented talent in a timely manner is challenging.Were intentional,but get no response or they apply too late.But competitive offers are probably the biggest issue followed by URPs qualifying for niche roles.”Would you be willing

178、 to elaborate?2023 recruiting trends 45“Because were so invested in our hiring process,I find it difficult to find candidates that will match the qualifications Im looking for;and because the market is so unpredictable right now its hard to get people to chat because theyre afraid to move.”“Recessio

179、n,interested rate is at a record low(from 7%few years ago to 4-5%beginning of the year,now 3%is the best interested rate in SW);most candidates want to work fully remote.”“Candidates are not showing up to interviews and some dont show up to orientation after they have been hired.”“Ghosting is happen

180、ing so much more often than it used to.It feels like almost weekly now that candidates just wont pick up for a scheduled interview.”“GHOSTING!It is insane.So many people just do not show up or communicate at all.It is truly my biggest struggle recruiting nowadays.”“Lower-than-average base salary and

181、 commission structure at the company.”“We cannot compete with public companies and larger tech/gaming companies with respect to salary.”“Competing offerswere a small startup and not in a position to dole out bonuses or pay at 90th percentile across the board.We are also huge on fairness as a team va

182、lue,which means being disciplined about our comp bands.When our top choice has competing offers,it usually comes down to the employee value proposition.”“Candidates often dont know our company.In addition,they often have several offers.”“Everyone in our organization is required to have licensing in

183、property and casualty.Many need Life&Health as well.Many candidates do not want to put the time required into licensing.”2023 recruiting trends 46While larger teams areperhaps unsurprisinglymore likely to have recruitment marketing strategies in place overall,multi-channel touchpoints(54%)and employ

184、ment branding campaigns(51%)are the recruitment marketing strategies most used by talent acquisition teams,regardless of company size.Yet the most-used strategies dont entirely square with the strategies that see the best ROI:twice as many respondents say social media recruitment sees great ROI as t

185、hose that say employment branding campaigns do.(Though respondents say multi-channel touchpoints do see the best ROI.)Which of the following recruiting technologies do you currently use?*Respondents who chose“Other”added“none”;“employee referrals”;“just LinkedIn and calling”;“not muchonly Facebook a

186、nd LinkedIn posts”;“we need much more attention on longer term candidate interaction/nurture”;“I would love to have a strong and visible employer branding campaign in my company”;and“we dont have a marketing team.I am responsible for creating,but recruiting events will begin in 2023.”57%Multi-channe

187、l touchpoints(InMail,email,SMS,etc.)57%Employment branding campaigns57%Recruitment events54%Social media recruitment45%Talent communities38%Career/micro-sites36%Long-term candidate nurture2%Other51%Multi-channel touchpoints(InMail,email,SMS,etc.)45%Employment branding campaigns43%Social media recrui

188、tment37%Career/micro-sites34%Long-term candidate nurture30%Recruitment events27%Talent communities5%OtherRecruitment marketingLARGER ORGANIZATIONSSMALLER ORGANIZATIONS2023 recruiting trends 47“Our CTO did a podcast about tech at Wheel;we put that in our outreach and Gem tracked clickthrough rates.Th

189、at behavioral data showed passive talent was more interested in that podcast than a lot of other things weve linked to in the past.I took that data to Chris and said:Now we know you need to do more podcasts.Clearly this is a powerful talent attraction strategy for us.You see tangible results in Gem

190、that literally inform your employer branding strategy.”Greg TroxellRecruiting Manager Social media recruitment Multi-channel touchpoints Employment branding campaigns Career/micro sites Recruitment events Long-term candidate nurture Talent communities Job boards LinkedIn sourcing Employee referrals

191、Word-of-mouth Of the recruitment marketing strategies listed below,which do you think has the best ROI?2023 recruiting trends 482023 recruiting trends 48Recruiting teams are recognizing the value of passive talent in 2023:sourcing tools and tech are the#1 technology recruiting teams will invest budg

192、et in this year.Recruitment marketing platforms and technologies are#2,and the ATS is#3regardless of company size.(Last year,budgets went to employer branding initiatives,sourcing tools and tech,and talent team headcount,in that order.)While half of all respondents insisted that recruiting teams sho

193、uld be focusing on talent sourcing in 2023,diversity took the#1 place in terms of talent team focus:54%of respondents say DEIB should be a top hiring focus this year.Talent acquisition budget&team focus in 202340%Recruitment marketing (career page/microsite builder,branded campaign tools,events,etc.

194、)31%ATS17%Talent team headcount16%Email tools/tech14%CRM10%Specialized candidate databases5%Remote hiring technologies4%AI screening20%What budget?!3%Other16%I dont knowSMALLER ORGANIZATIONS43%Sourcing tools/techWhere will you invest your talent acquisition budget in 2023?2023 recruiting trends 4937

195、%Recruitment marketing (career page/microsite builder,branded campaign tools,events,etc.)25%ATS18%CRM17%Email tools/tech16%Specialized candidate databases15%Talent team headcount7%Remote hiring technologies13%What budget?!26%I dont know2%OtherLARGER ORGANIZATIONS*Respondents who chose“Other”added“no

196、ne”;“still deciding”;“diversity job boards and websites for sourcing”;“DEI”;“training”;“finding more of an all-in-one solution when it comes to sourcing,email,and data”;“performance management platform”;“I dont possess this info,but I hope we can invest more in sourcing tools and recruitment marketi

197、ng”;“its not a priority for the organization”;and“likely not all of these,but this is my wish list.”38%Sourcing tools/techWhere will you invest your talent acquisition budget in 2023?2023 recruiting trends 5050%Talent sourcing44%Fully embracing remote/flex/hybrid work44%More data-driven recruitment

198、practices41%Pay transparency35%Hiring for soft skills and potential/rethinking role requirements33%Recruitment marketing(events,career sites,campaigns,etc.)31%Re-engaging past applicants and silver-medalist candidates28%Collaborative hiring27%Structured interviews25%Internal mobility24%Recruitment a

199、utomation8%Consolidating tools25%Social recruitingSMALLER ORGANIZATIONS55%Diversity hiring5%Contract/gig economy4%AI screening8%Mobile/SMS recruiting2%OtherWhere do you think recruiting teams should be focusing in 2023?2023 recruiting trends 5151%Talent sourcing47%More data-driven recruitment practi

200、ces43%Fully embracing remote/flex/hybrid work35%Pay transparency32%Recruitment marketing(events,career sites,campaigns,etc.)31%Hiring for soft skills and potential/rethinking role requirements29%Re-engaging past applicants and silver-medalist candidates28%Social recruiting27%Internal mobility24%Coll

201、aborative hiring14%Structured interviews14%Mobile/SMS recruiting25%Recruitment automationLARGER ORGANIZATIONS53%Diversity hiring*The majority of respondents who chose“Other”said some version of“I dont know.”Others added“retention strategies”;“staying employed!”;and“more active recruiting techniques.

202、”10%Consolidating tools4%Contract/gig economy2%Other7%AI screeningWhere do you think recruiting teams should be focusing in 2023?2023 recruiting trends 52“You cannot scale recruitment without sourcing.”“The workforce has changed so much that it is very difficult to engage people for challenging jobs

203、.”“We need to get in front of more candidates.Apply rates are low so ways we can get candidates to come to us more easily is the priority.”“Recessionpeople do not want to move.Good tech professionals will not be laid off and will not want to move.”“Data followed by flexible working are paramount,alo

204、ng with reaching out to diverse talent pools.”“Give people what they want and treat them as people,not resources.Think about what youd want to have as an employee and offer it to your future colleagues.”“Allowing flexibility is very important given that it allows us to find a bigger pool of candidat

205、es for more places.”“Candidates frequently ask for remote or hybrid work options.”“Pay transparency.Candidates leave the process if its not there from the beginning.”“Pay transparency would benefit the recruitment team because candidates have better access to the range prior to applying.”“Transparen

206、cy in pay will lead to trust and more commitment and loyalty.”“Compensation rangestransparency in job postings is a current topic in my country.When ranges are clearly shown,more candidates are interested and feel the transparency of actions from the very beginning.”“As a global company with 40 peep

207、s in the US,we are increasingly required to get transparent on pay,which is a good thing.”“Since were a digital by default company(strictly WFH),I think itd be good to explore more in-person hiring like recruiting events to see how helpful/effective itd be.”“I believe previous candidates are often o

208、verlooked because there must be something wrong with them if they werent hired for the initial role.”“I think hiring for potential needs to be looked at more closely if candidates meet most of the requirements because you cant find everything.”“Soft skills:With flex work,collaboration and the abilit

209、y to connect has become extremely important.When the whole world has been put through the wringer the last few years,resilience as a trait has also become very valuable.Technical competence can be taught but these soft skills are true value-adds to a team.”“Social recruiting is crucial for finding y

210、oung talent(Gen Z),and they are our future.Recruiting marketing is important to do also during downtimes as it should not be a one-off thing,but consistent.”“We will stick to basics which worked for us in past years and try to add new methods like SMS or mobile recruiting.”“All selected options shou

211、ld be a focus.”Would you be willing to elaborate?2023 recruiting trends 53Regardless of company size,the top 3 recruiting and hiring challenges talent acquisition professionals anticipate in 2023 are the same:difficulty finding qualified candidates(53%anticipate this challenge),uncompetitive offers(

212、37%),and nurturing passive talent over the long term(31%).The top 3 challenges have not changed since last year:in 2022,55%,44%,and 35%of TA professionals respectively anticipated these same challenges.This year,smaller organizations are more likely to anticipate difficulty meeting diversity goals(i

213、ts their#4 anticipated challenge),while larger organizations are more likely to anticipate recruiting process delays.2023 recruiting challengesWhat are the biggest recruiting/hiring challenges you anticipate for your org in 2023?SMALLER ORGANIZATIONS36%Uncompetitive offers29%Nurturing passive talent

214、 over the long term25%Difficulty meeting diversity goals24%Lack of budget21%Undefined talent/employer brand20%Recruiting process delays17%Difficulty expressing our employee value proposition16%Inefficient interview process16%Lack of headcount13%Poor adoption of current recruiting tech12%Lack of tech

215、nology/platforms to enable the team11%No(or rarely-used)referral programs15%Lack of hiring manager involvement54%Difficulty finding qualified candidates5%Meeting close rate targets5%Meeting passthrough rate targets10%Lack of data(outreach activity,pipeline stats,forecasting data,etc.)3%Other2023 rec

216、ruiting trends 54What are the biggest recruiting/hiring challenges you anticipate for your org in 2023?LARGER ORGANIZATIONS38%Uncompetitive offers33%Nurturing passive talent over the long term29%Recruiting process delays23%Lack of headcount21%Lack of budget20%Difficulty meeting diversity goals20%Ine

217、fficient interview process17%Lack of technology/platforms to enable the team17%Lack of hiring manager involvement14%Difficulty expressing our employee value proposition14%Poor adoption of current recruiting tech12%Undefined talent/employer brand16%Lack of data(outreach activity,pipeline stats,foreca

218、sting data,etc.)52%Difficulty finding qualified candidates6%Meeting passthrough rate targets5%No(or rarely-used)referral programs9%Meeting close rate targets4%Other*Respondents who chose“Other”added“the economy”;“hesitation to switch jobs in the circumstances surrounding recession”;“candidates not w

219、anting to relocate”;“relocation requirements”;“not enough open positions to fill”;“headcount planning”;“hiring managers doing whatever they want”;“my company has reduced benefits due to the cost”;“lack of clients and open positions,candidates not wanting to move because of huge layoffs and uncertain

220、ty”;and“lack of engagement from our recruitment team who are constantly in fear of keeping their roles in a tough market.”2023 recruiting trends 55“The biggest hindrance will probably be uncompetitive offers.I would like to see better compensation+benefits packages here at my company.”“People are lo

221、oking for far more money than the job salary bands we have in place.”“Its very difficult to be competitive in this market when there is a shortage of the skillset we need and its in demand everywhere.”“We require licensed therapists with masters and doctoral degrees.”“We need to be more competitive

222、with offers,but our hands are somewhat tied being in the DoD industry.”“We need to improve our data and we need to be better at reaching out to talent.”“Finding the right sourcing platform for our industry.”“Our interviews are redundant and candidates get tired of it.”“Our internal hiring process as

223、 a whole is challenging.”“There is no interest in improving through new methods.”“Lack of onboarding,lack of proper management/direction,corporate policy for onsite vs flex.”“Our company is expanding in several markets but our nature of biz does require some employees to be onsite,which has been a m

224、ain barrier for me.”“We are working to establish a stronger employer brand,but we have internal woes that need to be fixed for this initiative to achieve long-term success.”“Investors are holding off investments in IT and tech until Ukraine war is over or at least until 2024;plan is to pause.”“The b

225、udget for 2023 is very tied due to current economic situation.”“Hiring slowdown.”“Macro economic volatility.”“While we plan to grow our recruitment team,it wont grow a lot,and that might cause some struggle.”“There are always challenges in the recruiting process.We expect some of the common challeng

226、es to haunt us again in 2023.”Would you be willing to elaborate?2023 recruiting trends 56About our respondentsWhich job title best matches your role?14%Talent Acquisition Manager12%Sourcer9%Director of Talent8%Talent Ops/People Ops8%VP of Talent/People4%Sourcing/Recruiting Manager3%Hiring Manager2%R

227、ecruiting Coordinator1.5%Talent Brand/Recruitment Marketing1%HR Manager/Generalist1%Talent Acquisition/HR Business Partner1%HR/Talent Acquisition Analyst1%HR Administrator/Director/VP/Head29%Recruiter5%Other1%Talent Management/Acquisition Specialist*Respondents who chose“Other”added:Executive Search

228、 Consultant,Talent Intelligence,Learning&Development,Employee/Labor Relations Specialist,Head of Change Enablement,Sales,Sales Support Specialist,Commercial Sales Manager,Engineer,Data Analyst,Financial Analyst,Paralegal,Underwriter,UX,Teacher,Student,Epidemiologist,Auditor,RN,Consultant,Project Man

229、ager,Program Manager,Organizational Effectiveness Consultant,Claims Adjuster,Pharmaceutical Sales Rep,Litigation Adjustor,Production Worker,Admin Assistant,Production Associate,Agent,Materials/Receiving,Production,Service Associate,COE,Vice President,and Founder.How big is your organization?SMB(1-24

230、9 FTEs):32%Mid-Market(250-999 FTEs):25%Enterprise(1000-4999 FTEs):20%Large Enterprise(5000+FTEs):23%2023 recruiting trends 57Which option best matches your industry?9%Financial services5%Staffing&recruiting5%Insurance4%Healthcare services4%Automotive4%Biotech or medical devices3%Government and/or no

231、n-profit2%Consumer goods1%Hospitality1%Pharma1%Media2%Retail1%Education/higher ed 1%Real estate*Respondents who chose“Other”added:mining,restaurant,aerospace&defense,renewable energy,environmental&engineering,transportation,venture capital,farming/horticulture,defense,jewelry,waste management,dental

232、,research,crypto,market research,marketing,translation&localization,travel,advertising,accounting,interior design,legal services,security,IT,AV,e-commerce,promotional products,consumer electronics,wholesale/distribution,business process outsourcing,and transmission&distribution.9%Manufacturing38%Tec

233、h1%Oil&gas.5%Gaming and entertainment.5%Health and fitness.5%Consulting 1%Construction 6%Other.5%Professional services 2023 recruiting trends 58How Gem can help2023 recruiting trends 602023 will demand that recruiting teams be more data-driven(and more data-savvy)than ever.Thats why Gems Talent Comp

234、ass is equipped with full-funnel visibility,hiring forecasts,performance metrics,and executive reporting that TA teams use to plan ahead and guide their recruiting strategy.Data-driven recruiting with Gem,from outreach to hireEnd-to-end visibilityTap into every dimension of the recruiting funnel.Wit

235、h access to all recruiting data from Gem and the ATS from one source of truth(without raising a support ticket),TA teams can track everything outreach to hire and identify key trends across the process.They can then slice and dice metrics the way their business thinks:by role,department,geo,demograp

236、hics,and more.For example,recruiting teams can uncover outreach strategies that lead to more replies for specific roles and industries.They can also track how these candidates passthrough the funnel and spot any troubling dropoffs or bottlenecks.2023 recruiting trends 61Diversity recruiting insights

237、Talent Compass also offers visibility and insight into how an organization recruits diverse talent,from initial outreach to eventual hire.At the top of the funnel,teams can review the progress they are making in reaching out to diverse talent.By pinpointing specific content and strategies that drive

238、 greater engagement,teams adjust their sourcing strategy towards building diverse applicant pools.With visibility into how candidates from underrepresented groups pass-through the recruiting funnel,hiring teams can uncover any disproportionate drop-offs and adjust their process accordingly.Forecasti

239、ng&planningTalent Compass includes a forecasting calculator that projects not only how many hires you can expect to make,but also by when.This can be forecast at the individual job req or at an aggregate level,like department.Passthrough rates and time-in-stage are based on historical data,but can b

240、e adjusted.The calculator also works backwards:users can input the final number of hires they would like to make and the calculator will output the number of candidates and applicants required at each stage in order to meet final goals.2023 recruiting trends 62Executive reportingWithin Talent Compas

241、s,users can launch configurable,presentation-ready reports to visualize KPIs.With easily digestible metrics on hand,talent acquisition teams can come prepared to discuss how they are progressing and where there are opportunities to improve.Reports can be customized with built-in widgets and filters,

242、thereby surface tailored,actionable insights.Peer benchmarksTalent Compass also offers built-in benchmarks within the Dashboards module.Users can evaluate their teams Offer Accept Rate and Time to Hire against companies with similar profiles.Benchmarks are available across 6 different slices:company

243、 size,location,gender,race/ethnicity,department,and valuation.All told,there are 1,400 unique permutations,with each one validated by over 100 data points across 20+companies.2023 recruiting trends 632023 recruiting trends 63Performance optimizationWithin the Pipeline Analytics module,recruiting man

244、agers and leaders can monitor individuals and roles to better understand how their teams are faring.Reviewing specific job breakdowns allows managers to observe pipeline risks across roles or even spot any troubling candidate bottlenecks and/or drop-offs.Within dashboards,managers can even create wi

245、dgets with specific metrics for their individual recruiters(e.g.,phone screen to interview ratio,offer acceptance rate,etc.),serving as a performance scorecard.“Our talent acquisition team has even more credibility now because they are no longer speaking anecdotally;theyre speaking with data.”Amber

246、Hayes VP of RecruitingGems end-to-end modern recruiting solution empowers talent acquisition teams to engage their entire talent network,optimize sourcing efforts,and uncover actionable insights that guide smarter,forward-looking decisions.Gem works alongside LinkedIn and other places that you sourc

247、e,while integrating with Gmail,Outlook,and your ATS.Find the talent you need to meet hiring targets and scale your teams with Gem.To learn more and see a demo,visit 2023 Gem,Inc 020223Lauren Shufran,AuthorLauren is a content strategist with a penchant for 16th-century literature.When theyre not trying to solve talent teams pain points,theyre on their yoga mat or hiking Mount Tam.Come at them with your favorite Shakespeare quote.