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Like recent years, as 2022 came to an end, the jobs market activity continued to thrive, positive for both businesses and professionals seeking new opportunities. Our recruitment teams experienced consistent activity across the market with clients continuing with recruitment campaigns and candidates actively seeking work. As a result of the pace of work remaining the same, many organisations and business leaders were unable to utilise the time to reflect and plan for the year ahead.
As we enter the new year, we still find ourselves in a candidate driven market. Organisations continue to face recruitment challenges and talent shortages, forcing them to adapt their hiring strategy and approach to attract the talent they need to achieve organisational goals and objectives in 2023.
At CSG Talent, we work closely with our clients to provide insight into market activity, candidate movements and motivations through the strong network our specialist teams have within their niche industries. This in-depth knowledge enables businesses to effectively evaluate their existing processes and enhance their hiring and talent attraction processes knowing how the market will respond and engage with their business and job opportunities.
Here are some of the key areas to consider when establishing an effective hiring strategy to attract top talent in 2023.
Your brand and workplace culture aren’t necessarily what you say it is, it’s how you are perceived by your employees and the perception of others externally. It’s the culture you promote and the environment and culture you offer and facilitate for your employees.
What does your brand say about you as an employer?
What makes your workplace culture attractive to potential and your existing employees?
Conducting regular internal surveys to hear if your employees are engaged and connected to the company brand and culture is a useful exercise to ensure your employees are happy, it will also help support attraction of new employees. Research what employees are looking for and evaluate the type of culture and brand you want to promote to attract the right talent to your organisation.
In a competitive market, having a strong and credible brand will enhance your appeal to potential candidates and establish you as an employer of choice for all levels. When attracting senior level candidates and potential leaders for your organisation, it’s important to have a clear vision and highlight your values. A leader will enter your organisation with the task of promoting the vision and values from a top level, to feed into all areas of the business.
Salaries are always a huge driving factor when it comes to attracting and retaining talent, therefore regular salary benchmarking practices are essential to ensure you remain competitive in what is already a highly competitive market. With an increase in counteroffers throughout 2021 and 2022 and the great resignation, it is crucial you can offer an attractive salary package to remain competitive in the market.
Consider the talent you are keen to attract and establish the benefits and perks that appeal the most to each demographic. It’s also important to think about what appeals to different people at various stages of their career and their family life cycle. Can you offer a wide range of benefits, perks and flexibility?
Look at your existing hiring processes and assess the talent pool you recruit for business-critical roles.
Do you focus solely on location or industry experience?
Establish if these two criteria are essential, or if there is scope for flexibility to allow you to widen your talent pool.
Remote and hybrid working is a more common practice for businesses in comparison to five years ago. Increased remote working has resulted in hybrid working across all industries, with many business practices and activities able to function anywhere in the world collaboratively because of enhanced technology and success of the hybrid working model. Why not consider talent in a variety of locations to widen the talent pool available to add value to your organisation?
We’ve had clients experience huge success with adapting their approach in this area specifically within Construction and Construction Equipment, with other sectors implementing this as part of their recruitment plans this year.
There has also been success in attracting talent with transferable skills and expertise from alternative industry sectors to address the talent shortage and limited candidate pool available. This has proved successful for several of our clients.
Before you begin advertising, pipelining candidates, facilitating interviews or meetings with potential hires, it’s important to review and streamline your recruitment and interview process to give candidates the best experience, and to ensure you get the most value out of the process as a hiring manager.
Implementing a structured recruitment process will ensure you are delivering the best possible candidate experience that is effective and efficient. It will eliminate the chance of a potentially complex or lengthy process where you run the risk of losing high quality candidates who seek roles elsewhere throughout the process. Ultimately, your hiring process will give candidates the best opportunity to demonstrate their value and be considered for the opportunity both fairly and objectively.
Firstly, establish the role you are hiring and think about how this sits in the organisation, what will the role involve, what are the key accountabilities and how will it grow/develop?
Consider the following questions:
Gender diversity in the workplace is a huge topic and is something we are focused on at CSG Talent, working closely with our clients to ensure they demonstrate and promote hiring processes that support diversity and inclusion. There has been a huge shift across many industries to increase the presence of women in both leadership and senior level positions.
There are three important considerations when it comes to diversity in the hiring process.
There is a strong focus on encouraging females into leadership roles, especially in STEM related fields, where there is a distinct lack of female presence at a high level within an organisation, our article delves into the topic of female leaderships roles within STEM.
Women highlight how a lack of female presence on a leadership team they are considering as a potential employer, can have a negative impact on their decision to move forward in the interview process.
Ensuring you have an inclusive and diverse interview panel, representing all groups will not only enhance the effectiveness of your interview process, but it will eliminate risk of potential bias throughout the interview process.
Read more on how to ensure your talent acquisition strategy is future-proofed for diversity.
In a market experiencing significant talent shortages, where candidates are limited and organisations are competing more than ever to attract top talent to their business, engaging with a recruitment expert is key to driving business growth and achieving headcount growth. Engaging with a recruitment who operates specifically within your industry sector will result in the greatest success in attracting talent.
A recruitment expert within your industry will:
Organisations and leaders need to ensure they consider these factors as part of their hiring strategy for 2023 to ensure success in attracting top talent and future leaders to drive their business forward this year.
Our team at CSG Talent are not only experts in their specialist markets but they have in-depth knowledge on talent attraction strategies and work closely with both clients and candidates in establishing market trends, challenges and solutions to hiring.
If you would like to have an initial conversation with one of our experts to discuss your hiring plans and goals for 2023, please click here.