2023 HR and recruiting predictions: A Q&A with Will Laufer

The pandemic has created a new normal for employers and employees. However, with the workplace going back to the old normal, does this mean we have to adjust again?

Not exactly, says Will Laufer, head of sales for recruiting solutions at Calendy. He predicts that technology will become even more important in 2023 with employees craving new ways to connect in the online workplace.

How to operate in a lean hiring environment: With layoffs all over the news, what does this mean for recruiting?

Recruiting is cyclical, and for the past few years we’ve been in a very high-growth labor market. We’re seeing the pendulum swing in the other direction, which will lead to changes in resources, budget, and the dynamics of recruiting. Headcount is being lowered across many industries, and more talent is on the market following layoffs. As we head into 2023, I expect a greater focus on talent quality over speed-at-all-costs. I also anticipate less over-the-top hiring perks and bonuses at recruiters’ disposal to close candidates.

How does this change the role of the recruiter?

The role of the recruiter will now include navigating an uncertain macro environment. We’re likely to see a more deliberate approach to hiring in a leaner environment. Close partnership with hiring managers will be even more important with the need to fight for each additional open requisition.

How does this affect candidate expectations and recruiting pipelines?

Candidates will inevitably ask more questions about the health and profitability of the business, as well as leadership’s views on the macro environment and the impact on the company. Recruiters will need to navigate these questions and be prepared to speak to these challenging topics.

 Doing more with less: How will this change in 2023 compared to now?

With leaner budgets, leaders are looking for ways to save costs without sacrificing performance. This reality is coming at a time where software and AI are more crucial than ever, and solutions are starting to offer functionality that has never been available before. Programs like chatbots, complex scheduling platforms, and intelligent sourcing tools are moving from experimental to mainstream solutions that all efficient recruiting teams are using or considering for 2023.

 Hybrid work as the new-normal: Why will this be different next year?

With the standardization of remote/hybrid work, candidates and companies are hungry for new ways to connect and build relationships, and ultimately trust. We’ve all gotten used to using Zoom, but new technology will support even more personalization around assessing candidates, connecting prospective teammates, bringing a company’s culture to life digitally, and much more.

HR / business leader alignment: What are some of the new strategies in your opinion?

Adding structure to the role kick-off, interview prep, interviewer training, and debrief processes are crucial when it comes to a candidate’s success. These strategies lead to a more standardized and positive candidate experience, and can help teams recognize and eradicate bias from their process.

Why haven’t people focused on interviewer experience to date and why will this be important in 2023?

Because it’s hard! At many companies, over 50% of employees conduct interviews, so that’s a lot of relationships and experiences for recruiters to manage. The interview process is complex, and recruiting teams are often struggling to stay above water with basic tasks like scheduling, follow-ups, candidate questions, etc. In our current hiring environment, we need to be mindful of employee experience as much as candidate experience, in order to ensure a strong internal culture around hiring and continued alignment with hiring managers. Teams should focus on what we’re asking of our interviewers, how we can best prepare and support them, and how we can celebrate their participation and contribution to our hiring process.