As we coast towards the end of 2022, the roller coaster that was this year in talent acquisition has slowed.

Hiring dropped nearly 5% in November, according to LinkedIn, and the unemployment rate plateaued.

We have yet to see what the new year will bring, which makes planning for 2023 difficult -- but not impossible. With an understanding of recruiting trends that are on the upswing, hiring teams can position themselves for success. So what do recruiters need to know to prepare for the coming year? We asked talent professionals and business leaders the question, "What are the recruiting trends that are key for Talent Acquisition teams to monitor for 2023?"

Read on to see their predictions for what will have the most impact on recruiting next year.

1. More Focus on Internal Mobility

As someone who has been in the Talent Acquisition space for a few years, I've seen firsthand how much the landscape has changed. In the past, companies would primarily focus on external recruiting to fill open positions.

However, we're now seeing a shift toward internal mobility. Companies are realizing that they need to prioritize developing their current employees and giving them opportunities to grow within the organization. Not only does this lead to a more engaged and loyal workforce, but it also saves on the time and cost of recruiting new talent from the outside.

Derek Bruce, Senior Director, Skills Training Group

2. Continued Growth of Video Interviewing

One recruiting trend that is key for Talent Acquisition teams to monitor for 2023 is the continued growth of video interviewing.

With video interviewing, candidates can record their responses to interview questions and send them to the hiring manager, which can save time and increase the efficiency of the hiring process.

Additionally, video interviewing can help Talent Acquisition teams assess a candidate's communication skills and how they would fit into the company's culture.

Grace He, People & Culture Director, teambuilding.com

3. Increased Importance of Data in Recruiting

Data-driven recruiting is hardly a new concept, but I would argue that going into 2023 it’s gone from a helpful tool to a necessity. Using technology to gather and analyze data about your recruiting process and the broader talent market enables hiring teams to be more strategic in how they find and attract applicants, enabling them to find better talent more quickly and cut through the noise and confusion of an incredibly active talent market.

Companies that don’t adopt data-driven strategic planning into their hiring approach will have an increasingly difficult time keeping up with the organizations that do with building their team.

Matt Erhard, Managing Partner, Summit Search Group

4. The Push for Salary Transparency

Most businesses require a thorough interview process—so it's no wonder job seekers are wising-up to asking for more information about the role upfront.

For example, in 2023, if you don't provide the salary range in the job description, be prepared for candidates to ask about this information before the first interview. I think it's essential for both parties to find common ground and alignment before even hopping on the phone to ensure the proper fit.

Breanne Millette, CEO, Bisoulovely

Check out our Recruiter's Guide to the Candidate Experience to ensure your hiring journey is candidate-centric, at every stage.

5. Increased Usage of AI-powered Hiring Tools

One recruiting trend that talent acquisition teams should monitor is the rise of AI-powered hiring tools. While AI has been making inroads in the recruiting landscape for a few years now, 2023 is shaping to be the year when these tools come into their own.

From sourcing and screening candidates to conducting virtual interviews, AI-powered hiring tools streamline the recruiting process and help companies identify top talent more quickly and efficiently. As these tools become more prevalent, talent acquisition teams that haven't already invested in them will need to play catch-up or risk being left behind.

Wendy Makinson, HR Manager, Joloda Hydraroll

6. Emphasizing the Employee Experience

The Great Resignation is still impacting businesses, along with quiet-quitting, and burnout. My company’s response has been to try to mitigate this, focusing strongly on employee retention, and improving the employee experience for all.

It’s been vital to gain insight into the employee experience and to identify areas that are priorities for current and potential team members. Research has shown the value of offering flexible scheduling and remote working options. Bespoke benefits are also a primary concern.

A company culture that is supportive and offers opportunities for professional development is also key. Wellbeing initiatives are valuable, as candidates seek meaningful, balanced employment which promotes professional progress. To recruit the best, we must offer them the best.

Alex Mastin, CEO & Founder, Home Grounds

7. Agile, Hyper-Proactive Talent Teams

In the past few years, talent teams have had first-hand experience navigating rapid change. They've learned, whether they're in a high-growth phase or a slowdown, to make the most of the resources at their disposal.

To help them adapt quickly and stay ahead of the curve, recruiters will need to invest in tools that allow them to thrive and make smart decisions for their organizations, regardless of the broader economic climate. That means forecasting hires, maintaining a pipeline for evergreen and critical roles, and consistent candidate outreach that builds awareness and relationships.

Andres Blank, CEO & Co-founder, Fetcher

8. Changes for Collaborative Hiring

For small to medium-sized businesses, collaborative hiring processes are advantageous. By involving multiple team leads and even CEOs in the hiring process, businesses can ensure they find the best fits.

These hires are likely to be more loyal and invested and bring a wider breadth of skill sets to the position. Rather than being a data-driven hiring process, this is a people-driven, decision-making process that has really positive impacts.

Jarir Mallah, HR Specialist, Ling App

9. An Elevated Need for a Strong Employer Brand

The top recruitment trend for 2023 is employer branding, and recruiting organizations must treat new talent as customers, and market their jobs, and their organization to gain the best talent to work for them.

The candidates may assess their future in an organization based on how they are treated during the recruitment and onboarding process. For the same reason, they require detailed job descriptions and transparency regarding employers’ requirements for the right candidate before they apply for the job. This helps improve candidates’ morale and reduce recruitment-related stresses, as they know what to expect.

Equity among candidates is another factor that helps employer branding. There should be no bias regarding gender, color, and race with job roles, pay, and the chances of getting promoted.

Alan Carr, Director, Webpop Design