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Much has been discussed about the talent trends that are expected to revolutionise the recruitment industry. We decided to delve into some of the most significant trends and thoroughly evaluate each one to determine their viability and potential impact. The basis of this article was inspired by our recent podcast titled “Talent Trends 2023 : Navigating the Disruptors and Fads”. Our CEO, Sam Ingram, and HR expert, Soreya Senior, had an insightful discussion about the future of recruitment in 2023. They questioned whether these emerging trends have the power to significantly transform the hiring landscape or if they are just passing fads. This article focuses on a few key topics from the 10 trends covered in the podcast. To gain a deeper understanding of all 10 talent trends, please head to Spotify to listen to the discussion.

Click to listen now

P.S.: Do not forget one lucky listener will stand a chance of winning a Corsair HS70 Bluetooth Wired gaming headset. All you must do is guess how many times the word ‘communication’ was repeated in the podcast.

So, let’s begin with our selections…

#Trend 1: Adoption of technology to aid an effective hiring process

The use of automation and artificial intelligence in the hiring process is an emerging trend that has been gaining traction in recent years. The use of chat GPT (a fancy Alexa), WhatsApp, and other recruitment technologies has been tested and explored in recent times. As Sam mentions in the podcast cost savings, improving efficiency, and reduction in intentional bias are the core reasons fuelling its popularity. But there is debate among experts regarding when automation should be used, and whether it could ultimately hurt the employee experience by removing human interaction from the process.

Soreya sees it as a double-edged sword, stressing the importance of preserving human interaction even when utilising automation. Soreya said, “I think the consideration you have to make is you can’t put a price on that human touch that people aren’t processing.” She believes it is necessary to evaluate the pros and cons before implementing any automated system.

Both Sam and Soreya highlight that while technology could be beneficial for certain tasks such as automating policy writing or creating job descriptions quickly, there are considerations to make around data protection regulations and unintentional biases.

Soreya has an interesting take on the unintentional bias – a key selling point highlighted when we talk about automation and AI in the hiring process – She believes there is no such thing as unintentional bias all biases are intentional in nature in some shape or form, and this also applies for machines and bots – the maker’s biases are transferred to them affecting the process.

“We should be progressing. I think we should automate where we can, and drive efficiencies and you know make better hiring experiences. If we are going to automate them, then you need to make sure that it is not introducing any unintended or intentional bias.” – Soreya Senior, HR Consultant

Both Sam and Soreya agree that AI and automation is a novel aspect that needs to evolve, and we companies must continue to be receptive to changing technology that helps improve efficiency, but careful thought should be put into this process before any decisions are made. Companies should strive for a balance between the use of AI and automation to improve efficiency and the addition of human touch to maintain an enjoyable candidate journey. Sam suggests that businesses use AI and automation at the beginning of their hiring process, such as pre-screening applicants, but as the process progresses it is important to switch from automated systems to more personal communication. This not only ensures data protection but also helps avoid unintentional or intentional biases being introduced into the hiring process. Companies should assess both new and existing automated systems carefully, to ensure that a proper balance between efficiency and human connection is achieved.

#Trend 2: Pressing need to have and promote a diverse workforce (Diversity, equity & inclusion/DEI)

Another much-talked-about trend that has been trending for some time is building a workforce that is DEI. Most companies today are trying to embody and create a diverse workforce. Sam and Soreya both agree that diversity, equity, and inclusion must be a priority for many companies.

“We need to be aware of the nuances of diversity and make sure those voices are heard, while also ensuring the conversation is focused around inclusivity and representation. It’s a balancing act that requires a commitment to long-term cultural change.” – Sam Ingram, CEO of Northreach

However, Soreya raises an interesting question:

“I think you can say you’re a diverse workforce. However, do you have that equity? Do you have that inclusion? Do you have that sense of belonging? Yeah, because you can completely have a diverse workforce and there is no inclusivity in that organisation.  We can have a lot of inclusion, and there’s no diversity.” – Soreya Senior, HR Consultant

They believe companies still must work on gender equality at work – favourable policies for working mothers and fathers, breaking the glass ceiling, and working on reducing pay disparity are some key issues that are considered but selective few companies’ actions.  Diversity offers important benefits such as increased innovation and higher profits, but these gains can only be seen if there is also a focus on creating an environment of inclusivity and belonging.

Companies should make it their goal to foster an atmosphere where employees feel safe to openly discuss these issues without fear of reprimand. They must also ensure that their policies are effectively implemented on a day-to-day basis. To achieve this balance of diversity, equity, and inclusion, businesses need to make a conscious effort to create the right conditions for success.

 #Trend 3: The great resignation post-pandemic

The great resignation post-pandemic has seen a growing rift between employer and employee expectations. As the economy begins to recover, more and more workers are looking for new job opportunities as they seek to take advantage of the changing job market. This has increased resignations as employees look to capitalise on their newly acquired skills and search for better salaries or work conditions.

Soreya believes this is a result of people having had the time during the pandemic to reflect on their choices and understand they can choose.

Sam agrees with the notion:

“It is more because people do have more choices. They are looking at purpose as well as flexibility, salaries, and that kind of thing.” – Sam Ingram, CEO of Northreach

She believes another reason for the great resignation and an influx in the employee churn rate boils down to people being more conscious of the brands they associate with – people want to work for businesses that have purpose and are invested in their CSRs – they are looking for ‘conscious organisation’.

“How do you win hearts and minds with that purpose, to keep people engaged and motivated? But also, are there additional purposes? One reason to get out of bed. It’s not transactional anymore.” – Soreya Senior

Soreya mentions the labour market is volatile and ever-evolving – it’s a quick transition and shift between the client and candidate market. Sam certainly is of the notion that the shift is already happening he has recently seen the pendulum swinging in favour of companies and with an increasing number of people actively seeking jobs because of great resignation along with global mass layoffs there has been an influx of applications to jobs and he can sense the ratio between candidates applying is greater than the jobs advertised. This might soon change the way talent is acquired and managed. Companies now have another dilemma to deal with if it isn’t the shortage of good talent now it’s having to choose from a larger pool of top talent all of them being great for the job. The decision can be a deal breaker, so businesses need to choose carefully.

#Trend 4: The “Gig trend” on a rise

The future of recruiting is with the “gig trend.” Nowadays, people leave their steady careers to live out their aspirations on their terms. Freelancing and contract employment are becoming more popular as a result, upending the traditional full-time workforce. The gig economy offers flexible employment options for individuals eager to work on their terms and schedules. It is a technique that benefits both the companies and the candidates. Candidates can select the jobs that best suit them, and businesses can save money by avoiding the need for a full-time hiring process. It all comes down to improving the work’s ability to adapt to the demands of the moment.

Sam and Soreya are enthusiastic about the future of recruiting, embracing a new “gig trend” that supports flexible employment options.

“What is delivered? What’s the outcome we’re looking for here, so I think the gig economy is important, because you’re going to create more engagement with people doing what they really want to do, and I think that’s really important.” – Soreya Senior, HR Consultant

People can now pursue their aspirations on their terms instead of facing limited opportunities within conventional full-time positions. The gig economy offers individuals both economic freedom and control over their work, while businesses benefit from lower recruitment costs without sacrificing quality or quantity. This innovative move is improving companies’ capacity for agility concerning ever-evolving demands in today’s market – all made possible by those pursuing inspiring careers outside traditional roles!

However, they do feel that not a lot of companies are receptive to the idea so that needs to change.  For most that are practising it, they must be more organised and structured in their hiring approach. Companies frequently tend to jump into hiring decisions without thoroughly considering the consequences – often resulting in headcount targets being met, but budgets stretched too thin. Both Sam and Soreya believe that companies should be more thoughtful and outcome-focused when it comes to seeking hires; part-time workers or contractors can fill roles just as easily as permanent jobs, allowing businesses an alternative solution for their staffing needs.

“I think again it’s flexing your thinking around being outcome focused rather than output.” – Soreya Senior, HR Consultant

#Trend 5: Culture-first hire

Culture-first hiring is quickly becoming the gold standard for businesses in 2023 and with good reason. According to a survey from Gallup a global analytics and advice firm, culture-driven teams are 21% more productive than those which prioritise skills alone. It makes sense that companies focusing on culture first when hiring can tap into an entire talent pool that can thrive in their environment and contribute their own culture knowledge and values.

But how does one define culture? What is a culture fit? Soreya is of the notion that companies should focus on ‘Culture-add’ then ‘culture fit’. Circling back to the DEI point she says it’s important to have clarity on your organisation’s values and find those values reflected in individuals. How they transpire and adapt should be left to people. This allows diversity and inclusion. When it comes to culture fit, there’s more than meets the eye. It goes deeper than simply having an after-hours pub session or ping pong table in your office –companies need to recognise that and many are still striving towards getting this part right.

“Culture is a set of beliefs, practises, behaviours and then that’s where you know your values really come into play. What do you value in an individual? What do you value in yourself that you want others to know you about? You know what’s your identity?” – Soreya Senior, HR Consultant

Sam has repeatedly touched on this and has also previously talked about culture, its prevalence in talent retention and business growth in our Coffee mornings .  He is of the belief that companies must have clarity on their core values and beliefs, and a thorough understanding of your purpose that goes beyond monetary gains and beliefs take that and embed it in your culture. Once you have the clarity stay true to it and own it. Culture is intentional and must stay consistent in your communication and actions.

#Trend 6: Fully embed ESG into purpose, culture, and ways of working

The alignment of purpose and culture with Environmental, Social, and Governance (ESG) values is increasingly becoming a critical factor in the success of companies and a major talent trend. As the workforce becomes more socially conscious, organisations that prioritize ESG values are better able to attract and retain top talent and gain a competitive advantage in the market.

Sam and Soreya are seen talking about ESG values and both emphasise that the integration of ESG principles into a company’s purpose and culture has a direct impact on talent retention and acquisition.

“I think people are more conscious in their decisions. It’s not as transactional as it used to be. I think people want more, they deserve more and employers need to be more purposeful.” – Soreya Senior, HR Consultant

Today’s workforce, particularly the younger generation, places a high value on working for organizations that align with their personal values and beliefs. By prioritizing ESG values, companies demonstrate their commitment to making a positive impact on society and the environment, which appeals to employees who are looking for more meaningful work.

Moreover, companies with a strong ESG reputation are more attractive to top talent, as they are seen as responsible, ethical, and forward-thinking. This can lead to a virtuous cycle where companies with a strong ESG reputation are better able to attract and retain top talent, which, in turn, strengthens their reputation and competitiveness. On the other hand, organizations that ignore ESG values risk facing talent shortages and high turnover rates, as employees seek out more purpose-driven employers.

In conclusion, aligning purpose and culture with ESG values is not only beneficial for society and the environment but also essential for companies looking to attract and retain top talent in today’s increasingly socially conscious workforce.

# Good communication: Talent trend for 2023

The golden trend nominated by Soreya and Sam is ‘Good Communication’ ….

“Yeah, the trend for 2023. Good communication. Being thoughtful, being mindful, and being articulate.” – Soreya Senior, HR Consultant

“So, to kind of really wrap up a lot of these trends that we spoke about ultimately are all focused on communication. That’s just good business anyway, right?” – Sam Ingram, CEO of Northreach

Good communication skills are indeed an important talent trend in 2023 and beyond. In today’s rapidly changing and increasingly complex business environment, effectively communicating and collaborating with others is becoming more critical than ever.

As organisations seek to become more agile, they are placing a premium on employees who can communicate effectively with people from diverse backgrounds, departments, and regions. The ability to communicate clearly and persuasively is increasingly important in a wide range of roles, from customer-facing positions to management and leadership roles.

Additionally, the widespread adoption of gig trend/hybrid/remote/borderless work has heightened the need for clear and effective communication. Without the benefit of in-person interactions and body language, it is even more important to be able to communicate clearly and effectively through written and verbal means.

Sam and Soreya had a lively discussion about the future of Talent in 2023, coming to one conclusion: Communication is king! During their podcast, they discussed several compelling points which solidified this assumption summarising them below:

  1. Attracting Top Talent: Companies that foster a culture of connection and collaboration are primed to bring in the best talent. A workplace where employees feel valued, heard, and understood will help to create an environment attractive to candidates who want their voice to be part of something greater.
  2. Conflict Resolution: Successful teams start with effective communication – and that especially applies when it comes to conflict resolution. Having the right skills in this area helps create a positive work environment while reducing turnover and absenteeism – not to mention boosting employee morale!
  3. Effective Leadership: Effective communication is also a key component of effective leadership. Great leaders have the capacity not only to craft a clear vision but also to communicate it in such a way that energises and propels their team towards success. They can articulate what they expect of individuals while setting high standards for themselves.
  4. Improved Decision-Making: Communication is a keystone to success, providing the essential building blocks of information necessary for effective decision-making. By streamlining and consolidating access to facts and figures, businesses can stay ahead of the curve in their respective markets by making savvy decisions quickly with less risk of misunderstanding.
  5. Improved Employee Engagement: Communication is the glue that strengthens employee relationships and job satisfaction. When employees feel their voices are part of the conversation, they become more personally invested in company success – leading to improved engagement and longer tenure with your business.
  6. Enhanced Collaboration: Good communication also fosters collaboration and teamwork, which can help to create a more positive and productive work environment. When employees feel that they are part of a team and can work together effectively, they are less likely to look for opportunities elsewhere.
  7. Clear Expectations: Establishing clear expectations creates a productive workplace – it can help employees feel in control of their roles, understand company objectives and reduce the chance for unfortunate misunderstandings. When everyone understands what’s expected from them, success becomes an achievable reality – and that comes through effective communication.
  8. Reduced Turnover: Companies that communicate effectively with their employees are more likely to have lower levels of turnover. With collaboration and strong communication, you can create an environment that encourages your team to stay engaged. Effective dialogue builds a sense of unity among employees, making them more likely to be satisfied with their work experience and less inclined to job hunt elsewhere.
  9. Better Feedback: Nothing boosts an employee’s confidence more than regular, meaningful feedback. Constructive criticism enables them to identify their strengths and weaknesses – helping them perform even better in the long run! With effective communication comes faithful employees who are motivated by your support; it really can make a world of difference.
  10. Improved Career Development: Companies that communicate effectively with their employees about their career goals and opportunities for growth are more likely to retain their best talent. When employees feel that they are being invested in and that there are opportunities for advancement within the company, they are less likely to look for opportunities elsewhere.


Remember trends are like a wave in the ocean; they’re constantly changing and shifting. Some stick around while others vanish into thin air, never to be seen again! Therefore, companies should focus on long-term reforms, emphasising communication and relationship building built through clear, open, and honest communication.

Good communication is the key trend that companies need to adopt to attract and retain top talent and achieve success in 2023 and beyond. Companies looking to stay at the top in 2023 and beyond must prioritise good communication, a pillar of success for any organisation. The evidence is clear: according to Forbes 88% of employees consider effective dialogue crucial for workplace morale; Glassdoor found those with strong communication had 30% lower turnover rate than weaker companies — setting aside the importance that defined work culture and values has on establishing employee trust. And if this wasn’t enough? Deloitte reports when workers understand their employer’s goals, they are more motivated- feeling ownership over what matters most. Now that’s something we can all get behind!

Effective communication engenders trust and inspires engagement, two crucial components in constructing a successful business. Companies that cultivate open dialogue with employees and stakeholders build stronger relationships, leading to higher employee retention rates – all of which bolsters the prospects for long-term success.

If you are looking for expert advice to guide you through these processes or provide an understanding ear – don’t hesitate! Reach out today and see what we can do together towards achieving success!