We all know that the pandemic has left a mark on how we approach work, and that includes staffing.

New trends are always emerging and will continue to impact the staffing industry in 2023. Knowing these trends will not only help organizations understand the changes in the job market but also help them compete for the talent they need.

Below are five things to expect in staffing in 2023:

  1. The Increased Use Of Technology: Most staffing firms already use Applicant Tracking Systems (ATS), which manages recruiting and hiring for both the hiring manager and the applicant. However, beyond having an ATS, organizations may now even consider automating processes like resume building, having their own BI reporting tool, blending various data sources like financials with their ATS, and more. The technology that exists today is limitless and could further accelerate staffing firms. 
  2. Adjusting Screening Requirements: We know that the talent gap in the IT industry is not new and it’s going anywhere anytime soon. Because of this shortage, hiring managers are moving away from degrees and leaning more towards ‘soft skills’ like the ability to work well with others, communication, and willingness to learn, which in our opinion is key to building successful relationships – especially in staffing. Adjusting screening requirements may also mean going through the application process and removing unnecessary impediments to submitting an application. Many job seekers are passive, meaning they have a job but have an eye out for other positions. Even active job seekers only have so much time in the day. Streamlining the application process is a good way to make sure seekers don’t abandon the application. However, it is important to vet out applicants based on hard skills too so our suggestion is to implement a tailored assignment to the hiring process so you can tell if the quality of work from the applicant matches the kind you’re looking for. Not only will this determine if they are suited for the line of work but the way they approach the assignment will provide insight into their work ethic and quality too. 
  3. Increasing Flexibility: As we all know, since the pandemic, many workers found themselves suddenly working from home. And now, many do not want to go back. Remote work is becoming an accepted and coveted part of life for many office workers. Because of the rise of remote work, workers have more freedom to live where they like. Increasing flexibility has not only become one of the staffing trends to expect, but it has also become a deciding factor for potential applicants. 
  4. Recruitment Marketing: Employers are reevaluating the ways that they present themselves to potential employees as the Great Resignation continues. e-Recruitment Marketing is a method of drawing in job searchers by presenting a company as a place where potential applicants would like to work. Between the Great Resignation and the IT talent gap, applicants have their choice of jobs. We’re in a candidate-driven market. To get started, think about the marketing ‘funnel’ consisting of the awareness, engagement, and conversion stages. Learn what draws in the employees you are looking for, advertise your company’s mission and culture, and discuss benefits and how you show your employees they are valued. The point is to make it easy for candidates to see themselves working for your company. Nurturing potential applicants along this path may help your organization receive more applications.
  5. Diversity And Inclusion: Bringing different perspectives and experiences is key to maximizing productivity in your organization. Despite progress made over the last few years, it is unfortunate that the IT field still lacks the diversity that we have been hoping for. A 2019 study by Deloitte found that women accounted for 31% of the workforce for technology roles. The number was expected to grow to 33% by 2022. Black and Hispanic women were underrepresented even among these. These numbers were drawn from large technology companies. But now, because the hiring pool is wide and for companies hiring remote workers, hiring and retaining diverse candidates may be easier than ever. Employers will be taking this opportunity to bring in talent that would otherwise have been inaccessible – from all over the world.