{"id":28702,"date":"2023-01-09T11:16:09","date_gmt":"2023-01-09T11:16:09","guid":{"rendered":"https:\/\/intelligentemployment.com\/?p=28702"},"modified":"2024-06-24T14:39:08","modified_gmt":"2024-06-24T14:39:08","slug":"future-of-work-trends-2023","status":"publish","type":"post","link":"https:\/\/intelligentemployment.com\/fi\/future-of-work-trends-2023\/","title":{"rendered":"10 Future of Work Trends 2023"},"content":{"rendered":"
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What a time to be alive! The change is constant. It\u2019s not all easy or even fair but difficult times also bring positive effects. <\/h2>\n\n\n\n
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I interviewed Simon Evans-Jones<\/strong>,<\/a> Country Manager Finland & Director of Recruitment at Intelligent Employment, to get a deep dive into the topic of the future of work. Simon has extensive experience in recruiting for future technology segments and can provide valuable insights on what is trending in the market.  <\/p>\n\n\n\n

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Are you Recruiting in 2023? Here is what you need to know.<\/p>\n<\/div><\/div>\n\n\n\n

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The past year has seen record numbers of jobs being created and unemployment reaching an all-time low in many regions of the world. A few months ago, there were more open jobs in the USA than there were unemployed job seekers.<\/p>\n\n\n\n

Much of what was predicted in my blog from last year<\/a> came to fruition. However, over the past year, a lot of water has passed under the bridge. Once again, we find ourselves in a completely new situation, with many employers unaware and unprepared for what is to come.<\/p>\n\n\n\n

2023 will be the year when we transition to an employer-driven market, where some industries will transition faster than others and where some will not be impacted at all. In this dualistic time, you need to be prepared to operate under both conditions.\u201c  In this blog post, Simon will explain what are the top 10 future of work trends. Yet, let\u2019s first start with defining what the future of work <\/em>actually is!<\/p>\n\n\n\n

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What is the Future of Work?<\/strong><\/h1>\n\n\n\n

There are several definitions for the term but according to SHRM<\/a>, the future of work is a projection of how work, workers, and the workplace will evolve in the future. It\u2019s an important area especially for C-level, managers, and HR professionals so they understand how the future of work will impact their workplace. <\/p>\n\n\n\n

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You can divide the future of work into three sections<\/p>\n\n\n\n

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\ud83d\udca1 How<\/em> the work is done – For example, employees collaborating with new technology<\/p>\n\n\n\n

\ud83d\udca1 Who <\/em>does the work – For example, new jobs, skills, and career paths<\/p>\n\n\n\n

\ud83d\udca1 Where <\/em>and when <\/em>work is done – For example, remote work and flexible work times <\/p>\n\n\n\n

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Now to the main topic! What are the top 10 Future of Work trends in 2023? <\/h3>\n<\/div><\/div>\n\n\n\n

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Top 10 Future of Work trends in 2023 <\/strong><\/h1>\n\n\n\n
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\u201cThe war in Ukraine, global food shortage, inflation, cost of living crisis and environmental crisis are paying a heavy toll on our economies. As a result, in 2023, the market will transition from candidate driven to an employer driven market.\u201c<\/em><\/p>\n\n\n\n

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But what will that look like? And what are the impacts of an employer-driven market on hiring and retention?<\/p>\n\n\n\n

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1. More talent will become available, but critical skills will remain scarce<\/strong><\/h2>\n\n\n\n

Growth stagnation and recession will result in RRR (=Reduced hiring, recruitment freezes, and redundancies). Yet, this is of course subjective to the industry and geography. Recently for example Meta, Twitter, Tesla, Microsoft, and Disney have announced mass redundancies as well as hiring freezes. In general, the dreaded R-word is being whispered in every corner of the globe. <\/p>\n\n\n\n

If the economic woes continue, a shortage of employment opportunities will create new talent pools for many. However, niche skill sets and leadership talent will remain scarce, fuelling competition for talent within these functions.<\/p>\n\n\n\n

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2. Candidate motivations are evolving and changing  <\/strong><\/h2>\n\n\n\n

In January 2022, we stated that there will be a big change in what employees want from their employers. Since then the work-life-balance has become crucial, and the desire for a meaningful job has risen. Having just a competitive salary doesn’t cut it anymore. <\/p>\n\n\n\n

People are more and more interested in aligning their values with their employers and they want to leave their trace in the world<\/em>. Whether that is to create more meaning and fulfillment in their work, or perhaps to try and create a bigger impact. That\u2019s also what we want to offer for our employees at IE – to become a part of creating a <\/em>more sustainable future for the plant with every recruitment.<\/em><\/p>\n\n\n\n

In addition, we have noticed an interesting trend in the market that candidates are increasingly negotiating when applying for jobs. For example, in Sweden, we have seen that candidates have started to negotiate away their probation periods. One probable cause is the fear of job security driven by the cost of living increase.<\/p>\n\n\n\n

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3. Remote and hybrid work to come under scrutiny but will prevail <\/strong><\/h2>\n\n\n\n
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As employers try to take back control and maximise efficiency from their workforces, the remote working benefit we have all become accustomed to since the pandemic will be thrown into the spotlight. <\/p>\n\n\n\n

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With that said, what was once a benefit for few has become \u2018the norm\u2019 for many, and employers who push too hard will ultimately lose. Business leaders need to focus more on employee engagement and well-being.  A combination of virtual, hybrid and in-person work are the new normal. <\/p>\n<\/div><\/div>\n\n\n\n

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4. Quiet Quitting on the rise<\/strong><\/h2>\n\n\n\n
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Quiet quitting became a popular phenomenon in the Autumn of 2022 and will continue to rise in 2023. Employees are no longer willing to go above and beyond for their work, but this is not necessarily a bad thing. People simply value their work-life balance and that can lead to even more efficiency and less burnout. <\/p>\n\n\n\n

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We could also argue if \u2018quiet quitting\u2019 is even the right term for the whole phenomenon. Instead, we should consider this phenomenon to be more of a realisation of knowing one’s worth and prioritising well-being.<\/p>\n\n\n\n

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5. Hiring for soft skills will increase in importance <\/strong><\/h2>\n\n\n\n
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Hard skills still matter but soft skills are becoming more and more vital. For example, these 3 C\u2019s will make a difference in a talent<\/p>\n\n\n\n

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