People in conversation filling out a form

4 Hiring Trends to Watch in 2023


In 2022, company leaders faced more unprecedented challenges than ever before. As organizations try to adapt to constant change and upheaval in the workforce, hiring top talent and maintaining employee engagement so that employees stay with their place of work is crucial. Hiring departments are facing overwhelm as employee turnover continues to increase and employees continue to seek new work opportunities at the fastest rate in history. With all of that in mind, many organizations want to go into 2023 more prepared to get ahead of change. Here is a look at the hiring trends coming this year, and what leadership can do about them.

Work/Life Balance

As research has uncovered, work/life balance is crucial both for prospective employees and the employees an organization currently has.

Existing employees, particularly people managers, are increasingly reporting burnout due to conflicting expectations: senior managers apply performance pressure while their employees need flexibility and purpose.

Meanwhile, prospective employees and applicants are asserting more questions about work/life balance, vacation time and culture during interviews. These factors are becoming more important as time goes on, for some employees, even comparable to salary compensation and benefits.

Flexible Working

Employee retention, engagement and progression is more important than ever before. But how can leaders retain employees in this ever-changing environment? And what can recruiters do to attract top talent?

One major factor for employees in the workforce currently is flexibility in when and how they work. While many companies implemented RTO (“Return to Office”) policies last year, frontline workers surveyed still report flexibility and work/life balance as top priorities when considering job opportunities.

Flexibility doesn’t necessarily have to mean a remote office policy or hybrid work. Employees cite unlimited time off policies, collaborative work schedules, and boundaries surrounding outside-of-work communication as desired consideration in flexibility.

For company leadership, this means offering your current employees flexible modules in order to keep them engaged in their current roles. For recruiters, HR departments and hiring managers, this means being able to offer opportunities for vacation time and flexible schedules in job descriptions to attract quality candidates.

Nontraditional Work Requirements

Widening the scope of hiring and talent pipelines will be imperative for organizations this year. As incoming generations in the workforce are increasingly likely to leave jobs where their needs are not met, quality hiring is essential.

This comes as businesses are already broadening their mindset of how to fulfill roles. As we mentioned earlier, leaders will be more open to hiring independent and contract workers to source projects. But they will also be more open to the qualifications for employees they hire or enter contracts with.

In order to fill critical roles and finish important projects, companies will begin assessing candidates based on a variety of factors. Rather than formal education and long term experience, hiring managers will be seeking candidates (directly or indirectly) from more nontraditional backgrounds, with specific skills.

A foundational knowledge base built on individual experience will prove more attractive to recruiters, particularly when searching for fractional and contractual employees to meet particular needs. Literacy in specific issues, programs and softwares for each project’s need will be more important than formal education, and job postings will reflect this.

This kind of change is one of the reasons HR will be crucial for hiring practices this year. Having dedicated experts to identify top talent, vet resumes and experiences, and craft job postings that attract the right candidates is essential.

Diversity, Equity and Inclusion

According to a recent survey by the Harvard Business Review, 42% of employees feel their organization’s efforts at Diversity, Equity and Inclusion are divisive. The same percentage reported feeling “resentful” of their workplace’s efforts. If organizations do not implement change and address these issues, there will certainly be impact.

This is a huge opportunity for HR departments and fractional HR services to explore solutions. Ideas such as group-specific safe spaces, communication initiatives, allyship education and surveys to explore employee beliefs are great resources to meet these needs.


Obviously, these shifts in the job market are going to change the landscape of recruitment and retention in the coming months. But businesses don’t have to navigate those changes reactively– there are ways to prepare for imminent changes.

Human Resources departments and fractional HR services are going to be key for organizations wanting to optimize their practices through these trends. Having professionals who understand the landscape, are ahead of the curve and operate in a people-first mindset will be essential during these transitions.

That is where Humani HR comes in. Our fractional HR services and project management skills can arm your business with the skills to maximize these changes for your organization’s success. Visit our website at to find out more.

As trusted HR advisors, Humani HR can help you with employee retention. Connect with us to start a conversation.