GP (Globalization Partners) 2023 Forecast

GP Leadership Team Focuses on Global Recruiting Trends, HR Tech and What Matters to Employees in 2023
We are living through an age of transformation, redefining what work means for all of us along the way.

HR technology and recruitment in particular have undergone significant changes over the years. As a company that provides talent that helps companies scale and grow internationally, we asked our leadership team at GP what they expect in 2023. They provided insight on everything from employee culture to technology trends, to potential financial and market barriers. He certainly has an eye on what’s next for global recruiting.

Here are eight predicted trends to consider as you start thinking about HR practices in 2023:

Work the world: The convergence of working trends has created a diverse, global talent pool for organizations to source from – and these workers will prefer job opportunities with benefits such as the flexibility to work anytime, anywhere (while developing new skills).

“GP recently conducted a study to examine how global workers feel about their professional future. We found that, almost everywhere, workers are and will continue to be invested in their careers. And for many, it’s more than a paycheck. Despite economic uncertainty and other challenges, employees are still planning for new opportunities, including career changes, and are willing to spend time reskilling and learning new things. The fact is, despite some ominous statements you may read, global workers want to work and are engaged in their ways. They want to be compensated fairly – both in salary and benefits – and they want to learn and grow. In uncertain times, this is very promising news and will have a positive impact on the global talent pool as talent is more accessible than ever – especially in a historically challenging field like technology.

In 2023 and beyond, we’ll begin to see some of the workforce trends of the past few years converge – the rise of remote work means that employees now have more control over who they work for – they’re not geographically locked, they have more control over their hours, and The opportunity to find employment opportunities in new industries or companies that closely align with their personal values, beliefs and interests. This will create greater diversity in both thought and experience among employees, which is good for employees, employers and society as a whole.

There is no doubt that challenging times lie ahead – but the future of work is here – and it will be focused on the employee experience. Employers need to rethink how they recruit, hire, manage and retain their workforce – how they engage workers – they focus on professional development (including re-skilling and training) and creating future opportunities.

Tools of the trade: Recent workforce trends have led to the emergence of new tools and technologies to help HR teams – but not all technologies are created equal. In 2023, the complexity of the global workforce will have us asking: How is my tech stack actually built?

“The HR technology market has been extremely crowded over the past few years – largely due to the pandemic and other workforce trends. The industry needs to be incredibly nimble – adjusting to meet customer needs as priorities and workflows change multiple times, including moving from remote work to hybrid/return-to-office models. This has led to the emergence of new players and technologies, more competition – and quite frankly, a greater number of solutions for businesses to understand and adopt. HR has certainly experienced digital transformation – there’s no turning back – but businesses are going to look more critically at what their needs are and how they can optimize their tech stack.

Budget constraints and an uncertain economy will force technology to solve problems with lower costs and greater value creation. Teams in other sectors experiencing digital transformation are already experiencing similar pressures – the desire to simplify technology investments to solve multiple problems and see real ROI.

In the coming months, companies will need to seriously consider how they can harness talent and use technology to make the process of recruiting, managing and engaging employees as frictionless as possible.

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