Season’s Greetings! Omnia’s second annual Talent Trends Survey closes on December 31st. We look forward to unraveling what’s happened in employee selection and development over the last 12 months. Moving on from 2022, I’m reflecting on the first stage of the employee lifecycle: the selection process. I’m eager to explore what’s new in recruitment and hiring that we can take into 2023 and make it a fabulous year.
Our first survey showed that the turnover rates across companies increased from the year prior for most respondents. This means it’s more critical than ever to hire right the first time as your first line of defense against unwanted turnover.
As the initial impacts of the pandemic become a distant memory, we are left with a new work-world order. It will be interesting to see what’s been happening with turnover over the last year when our new survey results emerge, especially amid continuing headlines about the great resignation, the great reshuffle, and the great reprioritization. And now that new trends have emerged, like quiet quitting, how will those numbers shift? If you haven’t already, please take a moment to share your experiences with us. Click Here.
As we all know, this has become a major perk for job seekers and existing talent and, therefore, something many companies are using to recruit top talent and keep their best people. It’s simply a competitive advantage.
Luckily, this perk often has other benefits for the company, such as a healthier workforce. Employees with better work-life balance find themselves less stressed all the way around which leads to better productivity.
Also… cost savings. Many companies have been able to reduce office space overhead. Score!
Candidate engagement looks at how responsive a candidate is during the selection process. It measures the communication and interest of your candidates as they move through your selection funnel. It also measures how well they feel they were treated by your company. A great candidate experience is an opportunity to set your company apart from the competition.
Of course, like most things in life, candidate engagement relies on having a focused plan that everyone is committed to. It’s an ongoing strategic process that involves your employer brand, communication, and technology.
How modern is your experience? You want it to be as quick and painless as possible without losing the ability to examine whether or not candidates have what you need to do the job. This can be accomplished with more modern approaches, like automation, virtual outreach, and making data-driven decisions.
Take a look at your candidate processes. Are your platforms mobile-friendly? Do you have language choices? Can candidates schedule their interviews?
The Omnia Assessment and Omnia Cognitive Assessment are great ways to add some objective decision points to your process. And because each one takes less than 15 minutes to complete, the candidate experience is a positive one.Download: Talent Trends Survey Report 2023 – Amplify Your Organizational Success.
Make your core values clear from the very beginning. By being upfront about who you are as an organization, you will attract workers who share the same philosophies and that’s taking a step towards better retention.
Companies with inclusive cultures and supporting policies attract top talent. It’s another way to stay competitive in the talent market, and it’s just the right thing to do. Even better, inclusive companies are seeing increases in innovation and buyer interest per the International Labour Organization.
Diversity is all about the ways people are different, such as race, ethnicity, gender, age, education, religious beliefs, marital status, where people live, job function, hair color, you name it. It’s basically anything that helps define our identity. A business that employs a diverse pool of people will benefit from those distinctive viewpoints.
Equity acknowledges differences in order to provide fair treatment and opportunities. Equality is providing the same treatment and opportunities to everyone, which isn’t always fair. For example, someone with a learning disability might need more time to take a written test. If you give everyone the same amount of time, that’s equality, but it doesn’t factor in the disability and puts that individual at a disadvantage. The difference is significant in that the tools and resources needed to succeed are not the same for everyone.
Inclusion focuses on making sure everyone has a voice and feels welcomed in the work environment. It’s kind of like putting your money where your mouth is. At the end of the day, does your organization practice what it preaches?
This trend is about listing the position’s salary on job postings, and it largely exists to reduce pay equity issues. On the plus side of this, you can weed out people looking to make far more than a job pays right from the start. While there will certainly be pros and cons related to salary transparency, it is something companies will need to deal with, especially as some states enact pay transparency laws. Even without a law in your state, you should be ready to embrace this new reality; otherwise, your organization may be seen as having something to hide, especially as the number of companies with salary transparency rises.
That’s a brief look at five hot selection trends for 2023. Let’s make the year sizzle!
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