7 Hiring Tips for 2023 — and Beyond

Hiring the best of the best is every employer’s dream. A skilled workforce is one of the key drivers of a successful organization. But, it’s not always easy … especially in today’s competitive job market. That’s why you need to know the top hiring tips for 2023 — and beyond.

Attracting and retaining talent can be daunting for organizations, particularly those in the industrial space. Amid an uncertain and ever-changing economy, recruiting is more competitive than ever, and the need to hire the right candidates is more critical than ever.

It is becoming more and more challenging to find the right candidates, with the right skills, and stay within your hiring budget.

But it can be done!

Check out these 7 helpful hiring tips for 2023, so you can ensure your organization wins the talent war.

7 Hiring Tips for 2023 — and Beyond

1. Build a Robust Online Presence

In today’s digital era, the first place candidates go to perform due diligence on your organization is the Internet. Therefore, you must maintain and regularly update your online presence to draw candidates to your organization. You have to keep your website and social media channels updated, but don’t forget to focus on things like Google reviews, Glassdoor, etc., to stay on top of what candidates (and current and former employees) are saying about you.

Research by CareerBuilder suggests that after finding a job opening, 64% of candidates say they research a company online and 37% say they will move on to another job opening if they can’t find information on the company.

2. Rethink Your Job Descriptions

You’ve probably heard the jokes about ‘entry level’ jobs looking for people with ‘years of experience.’

But, unrealistic job requirements will turn people away — at all levels.

Make sure your job requirements are actually necessary to the role and not just things that would be nice to have. Many requirements that turn people off are things that they can (and usually do) learn on the job.

Remember, you’re not looking for the “perfect” candidate — you’re looking for the “right” candidate. If you create an extremely specific requirement list, it is likely that only a limited number of people will apply. With proper training and guidance, the “right” candidate can turn into the “perfect” employee, but you have to get them in the door first.

3. Understand What Today’s Job-Seeker Wants

Job seekers nowadays are less focused on paychecks and more on organizational culture and working conditions. They consider things like an organization’s culture, work-life balance, and employee wellness benefits before deciding to even apply for a job. Therefore, to be in line with such present-day hiring requisites, discuss your work culture, staff, or job expectations beforehand.

If possible, include information regarding your organization’s culture, diversity, equity and inclusion (DEI) efforts, testimonials for existing employees, and more in the job postings.

Many candidates also look at how a suitable job profile will enrich their knowledge base or skills or bring value to their occupational needs. Hence, you must also remember to touch upon the learning, development, and training aspects within a job profile.

Per research, almost 80% of millennials look for people and culture fit with employers, followed by career potential.

4. Don’t Leave Candidates Hanging

Keep your candidates informed on the progress of their candidature in terms of the interview rounds, interviewers’ feedback, assessment-based performance, and the screening process. If there’s a delay at any stage of the recruiting process, inform the candidates so that they are not left wondering. It would be a great idea to send email updates after every stage in the interview process. Lastly, don’t hesitate to inform the candidates upfront if they are not selected so they can move on to other opportunities.

5. Give Opportunities to Fresh Talent

Most organizations look for experienced candidates and are hesitant to hire young, fresh talent due to concerns like lack of professionalism, experience, and/or skills. However, it’s vital to recognize that fresh talent may be more apt to innovating, bringing in new ideas, learning new skills, and receiving feedback. Experience is great, but don’t underestimate someone fresh and hungry.

6. Ask for Referrals

To save the time your recruitment team invests in finding suitable candidates, you may ask your employees for referrals for open positions in your organization. You can also offer a referral bonus to your employees to drive better participation in the referral initiative. When you trust your employee enough to consider their recommendations, they feel morally obligated to reciprocate by suggesting worthy candidates. However, a few may also recommend their family or friends with compromised work histories. So, ensure a proper background check before hiring.

7. Partner With an Industrial Staffing Company

If you don’t want to undergo the often tedious process of hiring, then you can always count on a solid industrial staffing company. Organizations both large and small utilize industrial staffing companies to save on time, money, and legwork. These agencies specialize in finding the right candidates for the right positions. They’ll also help you set your eligibility criteria, job descriptions, deadlines, and more — and they’ll keep feeding you a host of talent!