Top 5 UK recruitment trends in 2023

1.Pay transparency

In today’s job market, job seekers value transparency. If you’re having trouble attracting applicants, it may be because you haven’t been clear about the salary for the position. While you may think that withholding the pay range is a way to manage expectations, it could actually be a hindrance. Candidates who prioritize salary may overlook your job posting, and those who don’t may perceive your lack of transparency as a negative reflection on the company’s culture.

The solution is straightforward. Provide a broad salary range and indicate that compensation will be based on experience and skills. This sets realistic expectations while still allowing room for negotiation within a reasonable range.

2.Strong company brand

Having a strong brand doesn’t necessarily guarantee better candidates, but it does provide a larger pool to choose from. For example, a small local business seeking a marketing manager wouldn’t receive the same level of response as the BBC. Building brand recognition takes time, but establishing brand strength is simpler. Ultimately, the key question is whether or not your company appears attractive to potential candidates. To determine this, consider customer reviews and use resources like Glassdoor to enhance your reputation. Additionally, if your current and former employees are satisfied, new recruits are more likely to be happy as well. Finally, don’t overlook the value of your existing workforce in the recruitment process.

3.Candidates interviewing you

Prospective employees are increasingly interested in determining if your business is a suitable match for them. While this has always been a common practice among job seekers, it is now more prevalent than ever before. It is important to anticipate that candidates will come prepared with their own inquiries. If you are not equipped to respond adequately, they may conclude that your company is not a good fit for them.

4.Increased flexibility

The trend that emerged during the pandemic seems to be sticking around. Even though some workers are opting to go back to the office, they’re not committing to full-time in-person work. As we head into 2023, job seekers will likely anticipate a certain level of adaptability, whether that means flexible start and end times or the option to work remotely for a day.

Certain positions may not be compatible with remote work. However, even in these cases, there is still potential for flexibility – offering it could give you an edge over competitors when attracting new hires. One approach is to assess your roles and determine what options are feasible.

For instance, could employees have a say in how they structure their breaks? You might provide a choice between a full hour for lunch or breaking it up into a 30-minute block and two 15-minute blocks. Alternatively, you could let workers decide between a full hour for lunch or a half hour plus leaving work 30 minutes early. Additionally, could start and end times be staggered, or left up to employees to begin an hour earlier or later than usual? These are just some possibilities – there are many other ways to make your positions more enticing to potential candidates.

5.Career mobility & upskilling

According to the ‘2022 Global Trends Report’ by LinkedIn, workers today prioritize upskilling. This trend is expected to continue into 2023, as workers seek roles that will invest in their future and development. The rise of new technologies in various industries is a key factor behind this trend. With AI expected to replace workers in some roles, job seekers want assurance that they can shift to other areas of the business and develop new skills to reduce the risk of redundancy or demotion in the future.