The Dynamic Recruitment Outlook

The momentum of change now has employers taking the lead in creating engaging and efficient recruitment practices and the biggest hurdle ahead is knowing the right recruitment outlook on how to utilise this fast momentum of change. With the huge transformations that are taking place globally, the importance of strong, data-backed research has never been more. The Indian job market overall has seen some major upheavals as well as growth opportunities.

Most of the world is struggling with the lack of highly-skilled talent, in contrast to India where the talent market has never been stronger. Indian workers today are in demand all over the world. Businesses are limping back to normalcy after the Coronavirus pandemic and exploring growth opportunities in the economic slowdown. Effective hiring of talent and strategies to retain existing talent is helping to push the market to newer heights and a great revival.

In India, employers are at the forefront of creating an engaging and efficient recruitment outlook, the only challenge being whether this momentum of change can be utilised to the fullest. A high rate of candidate withdrawal and a limited candidate pool are some of the problems that most companies are facing. But with the focus now on the employee and their needs, values and a flexible and safe work environment, the recovery is showing an upward swing.

A lot of effort is being put into advanced recruitment technology like chatbots which are conversational tools and interactive and gamified assessment tools like games and virtual reality platforms. More and more employees are now looking towards increasing the diversity, inclusivity and sustainability in their candidate pool which makes it logical for them to use tools like those mentioned. So even though conventional platforms like job boards are still in use, employers also want to add newer solutions such as talent analytics and candidate relationship management. Here are some of the best ways that organisations can change their recruitment outlook and create an environment that benefits both the employees and employers.

  • If the pandemic has taught us one thing, it is that employees and their wellness is paramount. Employers have started realising the importance of actually putting employees first and ensuring that they are happy and content. Their whole approach towards their employees has undergone a drastic change right from the hiring phase. An effort to form a personal connection with them through their tenure at the organisation is something that employers are being forced to look at. The whole process of recruitment has become more human and comfortable with employers trying to get to know their candidates on a more personal level rather than just sorting through their resumés during the recruitment process.
  • Organisations have become more than aware of the strategic value of diversifying and expanding their candidate pool. More and more employees are opting for non-traditional career paths and organisations are having trouble meeting their candidate requirements through traditional sourcing methods. To fill critical roles this year, organisations will have to start assessing candidates on the skills required to perform in the role, rather than their prior experience and credentials. Formal education and experience requirements will no longer be the criteria for employment, instead, organisations will reach out to candidates from non-traditional backgrounds who may otherwise have no access to professional opportunities.
  • An increasing number of organisations are looking at rebranding themselves to reach the right target audience. The realisation is that organisations have to focus on branding in order to build a great work community from the grassroots level as an integral part of their corporate mission. They are also looking at platforms where the messaging about their company culture will reach the right kind of people they are hoping to hire.
  • As more and more organisations have started using AI in recruiting, the ethical implications of whether it leads to bias is becoming a matter of urgency and is leading to more transparency in recruiting technology. It is very likely that governments will begin scrutinising the use of Artificial Intelligence in recruiting and will require organisations to publicly disclose their hiring metrics and undergo routine bias audits. They might also have to give candidates the choice to opt out of processes led by Artificial Intelligence.
  • Today’s organisations know much more about employees as people which may lead to a violation of personal boundaries when it comes to personal and private information. There has been a tremendous increase in the use of technology by organisations to collect data about employees’ physical health, mental health, family situations and living conditions. The upside is that it allows employers to respond more effectively to their employees’ needs, but it comes with the downside of having the potential to create a huge privacy issue. HR leaders will have to ensure that transparency is given high priority in how the organisation collects, uses and stores employee data.
  • The Covid-19 pandemic has had a long-term physical and emotional impact on employees and as research done by Harvard Business Review indicates, nearly 60 per cent of employees report stress and worry in their daily life. This has resulted in poor productivity and performance, resignations and workplace conflict. Leading organisations will support employees by providing rest to employees to maintain their emotional health and performance, as opposed to offering rest after they have already deteriorated. Opportunities for discussion will be provided to work through challenges without fear of judgement or consequences. Counsellors will be available to train and coach managers on workplace conflict and having difficult conversations with employees.

In today’s scenario, the recruitment outlook of organisations is to address the most critical aspects of work like acquiring and retaining talent, holistic support of all employees and ensuring that the collection and use of employee data is ethical. Organisations have the need to stand out as employers of choice for future success and address any challenges that may come up proactively.


  1. Recruitment Outlook 2023: Building on the Momentum of Change | People Matters | December 2022
  2. 9 Trends That Will Shape Work in 2023 and Beyond | Harvard Business Review | January 2023
  3. What the job market could look like in 2023, based on a surprisingly strong end to 2022 | CNBC Make It | January 2023

You might also be interested to read: Enhancing Business Success through Employee Experience Management: 11 Proven Tips

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