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As we begin the new year, recruiters must stay on top of the latest trends in talent technology to attract and retain top talent. New-age recruiters are always aware of new trends; however, if you’re not updated on these latest developments, they will only make the onboarding process even more complex and time-consuming.  

This article will look at some of the top talent technology trends to watch in 2023. 

Trend 1. Artificial Intelligence (AI) in Recruitment 

In recruitment, AI is increasingly used to automate tasks such as resume screening. In 2023, more companies will use AI to improve their recruitment efforts.

For example, AI-powered Chatbots can guide candidates through the application process, while machine learning algorithms can identify top candidates based on their resumes and other data. Check out the AI Recruitment Platform.

Trend 2. Virtual and hybrid events 

The COVID-19 pandemic has shifted towards virtual and hybrid events for recruiting and talent development.

In the coming years, we can expect more companies to use virtual and hybrid events to connect with top talent and facilitate onboarding. Virtual events can host job fairs, career expos, and other recruiting events, whereas hybrid events enable in-person and virtual participation. 

Related read: Common hiring challenges and how to prevent them

Trend 3. Employee experience platforms

Employee experience platforms are digital tools that assist organizations in managing and improving employee experiences from hire to retirement.

More companies are expected to use these platforms to drive engagement, retention, and productivity. Employee surveys, feedback tools, recognition programs, and integrations with other HR systems can all be found on these platforms. 

Learn what contract recruitment is and why it is important to know for recruiters.

Trend 4. Skills-based hiring 

As the job market becomes more competitive, companies increasingly look beyond traditional job titles and degrees when evaluating candidates. We expect to see more companies using skills-based hiring to identify top talent based on their specific skills and capabilities.

This approach allows companies to focus on the skills and experiences most relevant to their needs rather than relying on traditional markers of success such as education and past job titles. This is a paradigm shift in the selection process, and no more resumes will be selected purely based on just the designation. 

Trend 5. Gamification in Learning and Development

Gamification is a growing trend in learning and development, and more companies will likely adopt gamification in their training and development programs.

In 2023, we can expect more companies to use gamification to engage and motivate employees in learning and development programs. Gamification can include elements such as points, badges, and leaderboards and can encourage employees to participate in training programs and stay up-to-date with new skills and knowledge.  

There are several potential benefits to using gamification in learning and development programs.

For example, it can increase engagement and motivation, making people more likely to participate in fun activities. Gamification can also help to make learning more interactive and immersive, allowing employees to learn through experiential learning rather than simply reading or listening to lectures.

Trend 6. Remote work and flexible work arrangements

The COVID-19 pandemic has accelerated the trend toward remote work and flexible work arrangements. In 2023, we can expect to see more companies embracing these arrangements to attract and retain top talent. These arrangements can help companies attract and retain top talent who may be seeking more work-life balance or the ability to work from anywhere. 

Also, this could reduce overhead costs, allowing companies to hire talent from a wider geographic area and eliminating the need for expensive office space. 

In addition to the potential benefits for companies, remote work, and flexible work arrangements can also help to improve work-life balance and job satisfaction for employees.

Impact of technologies on the recruitment process

Technological advancements have been a boon for speeding up the recruitment process and helping in many other factors related to selecting candidates for jobs.

Some of these benefits include:

1. Increased diversity in recruitment

The recruiter is now open to a diversified set of candidates because, with technological advancements, more candidates are aware of the open positions. People from different backgrounds, skills, and economic classes can apply for jobs.

Technology has closed the gap between economically able and weaker sections from reaching out for a job despite having the same skills and knowledge.

2. Streamline the recruitment process

Technology has accelerated the recruitment process using software that can screen resumes and select those with the required skills and experience. Through online video calls, interviews can be done remotely, saving transportation.

The internet has helped communication speed up. Nowadays, through different job portals, people get recruited within 72 hours.

3. Outsourcing companies simplify recruitment processes

Technology has made recruitment hassle-free by allowing outsourcing companies to come into the picture. Companies like Webpipl have cutting-edge technology to take the burden of recruitment from the recruiter or the HR department’s shoulders and allow them to work on other necessary things for the company.

For example, these companies can efficiently conduct interviews with their wide range of knowledgeable panelists and select the best candidate for the job.

What are the technologies used in recruitment?

Nowadays, there are several technologies available that have revolutionized the way recruiters recruit new employees into the company. Many products and services help accelerate the recruitment process like never before.

1. Interview as a Service (IaaS)

IaaS is a service that helps companies outsource their interview processes to a company that conducts interviews professionally. These outsourced companies have a brilliant team of panelists with years of experience interviewing candidates and excellent knowledge of identifying people with the right skills, knowledge, personality, and experience.

IaaS has become an essential service for many companies that don’t have an able HR team to judge good candidates or don’t have the capability of creating an atmosphere that won’t repel candidates from the company.

WebPipl has more than 5000 well-trained and experienced panelists that help bring the best candidates to the company’s employee index. 

2. Recruitment as a Service (Raas)

Raas is a comprehensive service for companies looking to outsource their recruitment hassles to another company. In this case, the company providing RaaS takes up all the responsibilities from the outsourcing company regarding the best possible recruitment. The company handles all the processes, from sorting resumes, picking the right ones, interviewing them, and sending them to the outsourcing company for joining.

This service is generally essential for companies that don’t have the time to do mass hiring and depend on some other company to deal with it.

3. Video Interview Software

Video calling software has been in the market for a long time. However, having interviews on this software is a recent phenomenon. Thus, improvisations in this software were required for more accessible and smoother conduction of interviews, like less buffering, lightweight or less in size, and clear picture quality.

Nowadays, features like scheduling an interview, getting notifications regarding it, applicant assessment questions, interview styles, and submission of documents can all be done through this software.

Therefore, these software have become excessively important for selecting the best candidates from different backgrounds. Webpipl’s video interview software is one of the best in the industry.

4. Applicant Tracking Software

The applicant tracking system is a boon for recruiters because it helps store information about the candidates applying for various job openings. ATS is useful for companies with one job opening and those with multiple vacancies in multiple roles.

It typically helps the recruiter know how many candidates have applied for the role, how many passed the first round, how many have applied for the interview, how many have dropped off after the first round, and many other stats that help the recruiter understand the need of different candidates for the job profile.

Webpipl also has a well-built applicant tracking system with an excellent user interface that is easy to know and understand by any recruiter.

5. Online Skill Assessment Platforms

With the advent of technology, those days of writing on paper or filling OMR sheets to give recruitment are gone. Instead, new online skill platforms have come up that have not only sped up the recruitment process but also helped recruiters judge the applying candidates based on merit and screen out candidates below a particular cut-off mark.

There are multiple online skill assessment platforms available online.

Still, none can beat the one made by Webpipl because of the innovative features induced in the software that helps recruiters manage candidates better.

Additional opinions on talent technology trends

1. Virtual reality in candidate assessment

Tarun Saha, Co-founder, and CEO, StallionZo

One of the biggest recruitment technology trends in 2023 is the integration of Virtual Reality (VR) in candidate assessment processes. 

By using VR technology, employers can create immersive, realistic simulations of actual job tasks and work environments, enabling them to evaluate candidates’ skills, problem-solving abilities, and adaptability more effectively. These VR assessments offer a more engaging and accurate representation of the job requirements, allowing recruiters to better gauge candidate fit for specific roles.

Additionally, VR assessments help reduce biases in the hiring process by focusing on objective, performance-based criteria, leading to more diverse and qualified hires.

Insights from Tarun Saha, Co-founder, and CEO, StallionZo

2. Uptake of employer of record services

Eran Mizrahi, CEO and Founder, Ingredient Brothers (2)

The biggest trend for small to medium businesses in 2023 is the uptake of Employer of Record (EOR) services like Deel, Remote, Payroll, and Oyster. These SaaS platforms with a service element behind them allow businesses to hire staff in any country without having to set up an entity or worry about local labor laws, contracts, exits, leave, or employee benefits. They do it all for you. 

If talent mobility and nomad work culture remain strong themes in 2023, demand for these EOR platforms will continue to grow as they become embedded in Employee Experience strategies.

Insights from Eran Mizrahi, CEO and Founder, Ingredient Brothers

3. Shifting from job postings to networking

Eran Mizrahi, CEO and Founder, Ingredient Brothers

The biggest recruitment technology trend is the lessening of reliance on job postings to find talent and an increased reliance on networking through sourcing from profiles on social media platforms and job boards. 

This is happening mainly because the job application processes, which have been around for years, are known to be broken and no one has fixed them. Now that ChatGPT is available, certain tasks that involve reaching out directly to job seekers can be automated, which eliminates the issue of reaching out to non-responsive job seekers.

Insights from Kristina Ramos, Reverse Recruiter, Find My Profession


What is gamification in recruitment?

Gamification in recruitment is a novel process that allows the applicants to play games to give their details to the recruiters. It eradicates the traditional process of asking the candidates for their biodata and preferences. Therefore, gamification is an excellent alternative to the interview process.

What technologies do recruiters use and why?

Recruiters use multiple technologies like an applicant tracking system, job boards, video conferencing tools, employee referral programs, etc. They use these tools to correctly judge who the best candidate for the role is among the resumes submitted to the recruiter and fast forward the recruitment process.

What is the importance of technology in the recruitment process?

Technology helps speed up the recruitment process aiding the recruiters and the HR department to focus more on other technicalities of the company. Also, it helps screen better candidates in no time, sort resumes and conduct excellent interviews faster and more efficiently than ever.

Why is digital recruitment important?

Digital recruitment or recruitment using the Internet is essential in today’s world because it helps accelerate the recruitment process. This helps make informed decisions using various software that provide valuable insights in choosing the best candidate that fits the job role correctly. Find virtual recruitment ideas for hiring managers.

What are the advantages of using technology and selection?

The main advantages of using technology for recruitment include faster screening, reduced bias during hiring, remote hiring, use of AI and ML for faster hiring, use of chatbots, etc.

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