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10 Ways Innovation May Affect Recruitment in 2023 and Beyond

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From gamification in hiring to video format cover letters, here are 10 recruiting trends that answer the question, “What is one innovation you expect to see in job recruitment for 2023 and beyond?”

  • Gamification Will Be Clearing Hiring Levels
  • DEI Initiatives Will Continue to Grow
  • Tuition Reimbursement Is Gaining Steam in Tech
  • More Data-Driven Sourcing and Screening Tools
  • Automation Streamlines the Hiring Process (Pitfalls Included)
  • Virtual Candidate Onboarding and Breakout Info Sessions
  • Augmenting Reality for a Virtual Interview
  • Hybrid Flexibility Will Reach All-Time Highs
  • You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’
  • Video Format Cover Letters

Gamification Will Be Clearing Hiring Levels

Gamification—the application of game design principles in non-game contexts—has already made an impact in recruiting to engage candidates and assess their talents. I anticipate that, in order for organizations to stand out in the competitive job market of 2023, gamification is going to become an increasingly popular option.

For example, to gauge a candidate’s proficiency in programming, a software development firm might use a game-like coding challenge. The test might be structured to mimic a game, with progressive challenges and steps, all which provide near-instant feedback and analysis of the candidate’s talents. This could be useful for screening applicants and briefing them on the company’s values and work environment before making a final hiring decision.

Gerrid Smith, Chief Marketing Officer, Joy Organics

DEI Initiatives Will Continue to Grow

Organizations will drive Diversity, Equity, and Inclusion (DEI) initiatives forward, even amid growing pushback. DEI has long been a cornerstone of successful organizations. In 2023, I expect to see recruitment processes that are actively designed to foster DEI. These processes will go beyond traditional interview techniques such as competency-based or behavioral interviews.

Instead, recruitment processes will be tailored for every role and to the company culture in ways that ensure diverse candidates are given an equitable chance to succeed. This could include things like more structured recruitment processes, tailored interview questions, and diversity-focused feedback loops.

Asker Ahmed, Director and Founder, iProcess

Tuition Reimbursement Is Gaining Steam in Tech

While continuous learning programs have long been supported in the tech world, I’m seeing an interesting move towards undergraduate tuition reimbursement that I think will continue into 2023 and beyond. To land top talent in this competitive hiring landscape means going to the source and getting an eye on candidates early. Usually, this involves placing a source within the college environment so that exceptional students can be targeted with roles long before graduation.

But companies are instead driving candidates to them through tuition reimbursement programs. The deal is simple: A future contract in exchange for tuition reimbursement, whether partial or full. These types of programs are gaining popularity with students, who welcome the thought of secure employment and less student debt waiting for them at the end of several tough years.

Rob Reeves, CEO and President, Redfish Technology

More Data-Driven Sourcing and Screening Tools

One of the biggest challenges in recruitment over the past few years has been identifying the right candidates out of a large and growing pool of applicants. It’s just as challenging for job seekers to find the right employers, in many cases, so companies can’t always count on these top-tier applicants to find them. Personal outreach to strong applicants can help, but only if you’re reaching out to the right candidates.

Tools that can interpret job seeker data to deliver usable insights can help companies identify these best-fit job seekers and streamline their recruitment process, and this technology already exists in other areas. I anticipate we’ll see an explosion in the development and adoption of these types of data-driven recruitment tools over the next year as more hiring leaders seek out more efficient ways to identify and recruit top talent.

Matt Erhard, Managing Partner, Summit Search Group

Automation Streamlines the Hiring Process (Pitfalls Included)

Of course, we’re going to see more automation in 2023. Many of the initial steps in the recruitment process can become faster and more efficient with algorithms that browse CVs for specific keywords and phrases and identify the candidates fit for the next steps. It sounds exciting, but automation also has its challenges.

We can expect keyword stuffing from candidates who want to optimize their CVs for AI algorithms. And most importantly, processes may overlook excellent candidates who only check some of the required, automated boxes. As HR leaders, we must find ways to use these tools effectively while minimizing the potential biases and limitations that can arise from relying solely on algorithms. After all, there is still the “human” in “human resources”.

Piotrek Sosnowski, Chief People and Culture Officer, HiJunior

Virtual Candidate Onboarding and Breakout Info Sessions

The human element has been lost in hiring these past few years, evident in how companies are attempting to navigate this recruitment landscape. Nearing the end of 2022, I picked up on one practice where talent acquisition teams would host virtual information sessions with candidates. In these sessions, the team spoke on what it’s like working for the company, what sets them apart from the competition, and highlighted unique job opportunities.

I believe companies can take this practice a step further by having breakout rooms after the information session to quickly meet with candidates via “speed networking”. You can often tell whether a candidate has potential within five minutes of meeting them, and that  rule holds true both virtually and in-person. Meeting candidates like this serves as a great way to turn warm leads into hot recruitment leads and allows candidates to share their pitch out loud rather than just in their resumes.

Kelli Anderson, Career Coach, ResumeSeed

Augmenting Reality for a Virtual Interview

Since virtual and augmented reality (VR/AR) technologies have been developing rapidly, I expect they’ll start to play a role in the hiring process. VR/AR may soon be used by recruiters to immerse potential employees into simulated work settings and duties to help them decide if the candidate is a suitable fit for the position. Furthermore, VR/AR might be used by recruiters to conduct interviews and evaluate “soft skills” like communication and teamwork in a more grounding environment, rather than just through a webcam screen like we have now.

This doesn’t just have potential with office jobs. A recruiter for a construction firm, for instance, might utilize VR to recreate a worksite and test a candidate’s proficiency with various tools and teamwork. This method may be more time and cost effective than in-person interviews while giving recruiters access to more applicants.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Hybrid Flexibility Will Reach All-Time Highs

The flexible hybrid work model is going to reach all-time highs. Companies will look for individuals who can work remotely, but also travel when necessary. Employers will invest in technologies and processes that enable secure, remote working while still maintaining teams in both virtual and physical spaces. This new job recruitment model could lead to greater access to a larger pool of talent all over the world.

I anticipate companies valuing employees who are comfortable and proficient in both digital and physical spaces. These employees could have an edge over those who are only experienced in one or the other. The hybrid work model also enables teams to be more agile, adaptive, and responsive to rapidly changing demands from the market—all qualities any company values. The possibilities for innovation and job growth within this hybrid space are incredibly exciting!

Yaseen Shurbaji, Co-founder and Managing Partner, Prismfly

You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’

In the second half of 2022, the theme of “quiet quitting”—the notion that workers do the bare minimum required in their jobs—dominated headlines. Sure, organizations retain people when employees “quiet quit”, but they lose their skills and talents. Smart businesses will adopt “quiet hiring” in 2023 as a method of acquiring new skills and capabilities without adding more full-time staff, turning this approach on its head.

What does quiet hiring look like? Companies will promote internally by placing staff in locations where there’s greater demand; offer staff specialized upskilling opportunities so they’re able to meet changing organizational needs; and, when hiring new staff isn’t an option, using alternative techniques to find talent already onboarded for any high-priority jobs that need doing.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Video Format Cover Letters

With ChatGPT and other AI text-writing programs increasingly becoming mainstream, the traditional cover letter is obsolete. I frequently hear from HR colleagues that cover letters and application form responses have significantly improved in quality in recent months and all due to the use of AI, which defeats the very purpose of requiring a cover letter. However, video content is the only media format still yet to be dominated by AI (at least, deep fakes have yet to make it mainstream like ChatGPT).

Consequently, HR teams are going to rely more and more on video as a screening tool, ensuring that only serious applicants are applying. Naturally, savvy candidates could still use AI to generate a script, but the video requirement prevents them from mindlessly applying to thousands of jobs without serious consideration for suitability. This allows application forms and cover letters to work as intended, ensuring that only serious candidates can apply for the role, which in turn improves the quality of the applicant pool.

Ben Schwencke, Business Psychologist, Test Partnership

Employment Outlook: The Great Rebalance Workforce Trends

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Written by Jessica Pierce

The number of workers who are unhappy with their jobs is at a staggering all-time high, according to Gallup, with 61% of American employees wanting to leave their current jobs in 2023. The top reasons Americans are unsatisfied with their jobs is low income and not having meaningful work. During the “Great Resignation” in 2021, 47.8 million workers in the U.S. quit their jobs, with a record 50.5 million people leaving their positions in 2022. And although the resignations are slowing in 2023, they aren’t stopping.

Workforce Trends for 2023

Smart employers are instituting an excellent hiring experience to better attract, develop and retain valuable employees. By streamlining the hiring process and communicating regularly, as well as investing in the kinds of supportive training and development that encourage employees to apply for jobs and then remain a loyal employee once hired, leaders at companies are learning that they need to offer more than just simple employment. Job seekers in 2023 are interested in working for organizations that have a robust company culture, generous benefits, and those that embrace diversity, equity, and inclusion (DEI) initiatives. 86% of employees care about a company’s DEI strategy, especially Gen Xers and Millennials.

The Candidate Experience

Unfortunately for many of the unemployed and underemployed, the candidate experience involves being disenchanted; not hearing back from hiring managers (even after going through 3-5 interviews!) and left to wonder what happened to their resume or job application. This leads to a loss of integrity with the company and fewer quality applicants for open positions. Transparency and communication are vital – especially in today’s marketplace.

Learning and Development

Companies that invest in their workers implement learning and development opportunities to encourage growth – both for the company and their employees. They build pipelines, offer training, and encourage people to step up.

When leaders at healthy companies review their processes and procedures and identify gaps, they develop programs to bridge those gaps by offering benefits, including certification programs and technology courses. By reskilling or upskilling their current employees, it helps develop the kinds of employees who are more likely to stay with the organization.

Technology Investment

When companies make a tech investment like updating software, it makes it easier for workers to do their jobs. Employing Artificial Intelligence (AI) facilitates faster decisions, improves operational efficiency, reduces costs, and also helps to make current jobs easier for workers. Automating repetitive and mundane tasks allows employees to attend to tasks that require critical thinking and subjective interpretation, which can easily lead to feeling more fulfilled and having a higher job satisfaction. On average, satisfied and happy employees are 13% more productive and companies save billions when they don’t have to constantly hire and train new employees.

Work Environment

The work environment of the not-too-distant past has changed considerably amidst the recent professional global landscape. Positions where workers are able to work remotely are in high demand, with 40% of workers searching for hybrid or remote positions over in-office jobs. These kinds of jobs also often mean more flexible hours, which leads to a healthier life/work balance. This better affords individuals the chance to focus on mental health issues like depression, anxiety, and stress. When employees struggle with their health, they might only be working at about 25% capacity. It’s also imperative that employers keep open communication and inform their employees about all the wellness programs their company offers.

Almost 60% of U.S. workers suffer from moderate to high burnout, so removing the social stigma and stressing the importance of mental health benefits will go a long way towards keeping workers happy and healthy. Unhappy employees actually cost the U.S. at least $550 billion annually. For the average company, this equates to 18% lower productivity and 15% lower profitability.

How Does Your Company Measure Up?

Ensuring your organization’s core values and company culture align with your principles will lead to a higher quality talent pool that will be attracted enough to your company to apply for your open positions. It is proven that retaining your workforce is a more successful and profitable strategy than replacing it. So establishing your business as one that cares more about its workers than the bottom line will likely lead to greater successes at all levels.

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12 Ways Interview Candidates Are Shortlisted

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From making tough decisions early on to eliminating the chance of offering any undue advantages to candidates, here are 12 answers to the question, “What are useful strategies you’ve used to shortlist great interview candidates?”

  • Set a Firm Number
  • Rejecting Run-Of-The-Mill Resumes
  • Evaluate Work Samples for Candidates
  • Using Behavioral Interviewing Techniques
  • Test Job-Specific Hypothetical Knowledge
  • Provide Assessments Sooner
  • Build Connections and Give Them a Memorable Experience
  • Monitor Their Learning Agility
  • Don’t Compromise on Eliminating Factors
  • Check References
  • Analyze Social Media Presence
  • Assign Points and Stick to the Final Score

Set a Firm Number

By limiting the number of people you can add to your shortlist each hiring period, you can help yourself make tough decisions early on. Decide how many candidates you want to move on to the next stage. 

This can help you figure out what exactly you are looking for in the future if you limit your pool. If needed, you can increase this number as you interview, but try to keep the limits tight so you can see the criteria you need in this role.

Brandon Brown, CEO, GRIN

Reject Run-Of-The-Mill Resumes

Our team straight-up rejects resumes that follow a run-of-the-mill format and fail even to come close to a resume belonging to the legal industry. It’s the same with resumes that have errors in them. 

The reason is simple: a candidate’s resume is the first glimpse they offer of their personal and professional self to a potential employer; if the efforts do not show here, the candidate does not deserve the same consideration as others who have put in extraordinary effort. 

This step makes it fair for everyone and only those candidates who show a genuine interest in the job through their resume will be considered.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Evaluate Work Samples for Candidates

An effective strategy for shortlisting great interview candidates is to review their work samples. By assessing past projects and portfolios, you can better evaluate potential hires in terms of their skills and capabilities. 

One approach I’ve used is to give 24-hour writing assignments to freelance writers. This helps me identify which candidates best fit the criteria of my open position while also enabling me to understand how they work under pressure and deadlines before actually hiring them.

Carly Hill, Operations Manager, Virtual Holiday Party

Use Behavioral Interviewing Techniques

Behavioral interviewing is a technique in which interviewers ask candidates about their previous experiences and behaviors in situations related to the job they are applying for. By asking questions that require candidates to provide specific examples of how they have handled certain situations in the past, we gain insights into their problem-solving abilities, communication skills, and overall fit for the role.

We employ this technique by first identifying the key competencies and behaviors required for success in the role. Then, for each candidate, we create a list of behavioral interview questions that probe for these competencies and behaviors.

Johannes Larsson, Founder and CEO, JohannesLarsson.com

Test Job-Specific Hypothetical Knowledge

One strategy I have used for shortlisting great interview candidates is evaluating their answers to hypothetical questions. Introducing hypothetical situations specific to the role or organization that only those who are genuinely knowledgeable and familiar with can provide an accurate answer. 

By giving candidates a test of the actual knowledge required for success in the job, I’m able to get insight into potential hires’ abilities without having to ask pointed starter questions. With this process, I’ve found it easier to spot which applicants show an aptitude for the role and can easily fit in with team dynamics.

Grace He, People and Culture Director, TeamBuilding

Provide Assessments Sooner

Using assessments during the initial application process is one effective way to shortlist solid job candidates. For measuring career-specific skills, this is often already necessary, and it helps sort through large volumes of applicants. 

The key differentiator of the assessment is the fact that it provides a no-nonsense way to truly determine if applicants are capable of the skills listed on their resumes, or if they are just listing them to get in.

Alexandre Robicquet, Co-Founder and CEO, Crossing Minds

Build Connections and Give Them a Memorable Experience

With a shortlist strategy, it’s imperative that, after you get a sense of who they are, your conversation becomes less about interviewing them and more about letting them interview you back. 

A lot of times, in the first five to ten minutes of an interview, you can tell, “I like this person. I think this person’s gonna be a great fit.” 

Start by asking them, “What questions do you have for me?” And leave a lot of time for that. 

Then, take time to give them more insight into the role and why you think this role will make sense for them beyond what the job description says. It’s less of a sell and more about them being able to learn about you and convey things you don’t do with every candidate. Your goal should be to help them feel special. 

Try to give them a memorable experience. People don’t remember conveyor belt-type hiring experiences. Instead, they remember the ones that built a genuine connection and where they learned something unique and valuable.

Oz Rashid, Founder and CEO, MSH Talent Solutions

Monitor Their Learning Agility

Unfortunately, most organizations shortlist based on convenience rather than quality. Given the proliferation of ChatGPT and other language AI, shortlisting based on resumes alone is a little better than choosing at random. 

When seeking to shortlist, regardless of the role, we evaluate a candidate’s level of learning agility, and their propensity to learn and seek knowledge. This trait uniquely underpins workplace potential for many reasons. 

In emerging talent populations, learning agility ensures that new hires have the flexibility, curiosity, and motivation to learn, helping them make the most of any formal training on offer. In senior hires, the ability to learn quickly shows a dedication to continuous learning, showing a strong willingness to develop. 

By assessing learning agility during the shortlisting stage, we ensure we offer only the highest potential candidates an interview, improving the quality of hire while also minimizing time spent interviewing.

Ben Schwencke, Business Psychologist, Test Partnership

Don’t Compromise on Eliminating Factors

We often find marketing professionals submitting information that is nothing short of impressive but might include a factor or two that we consider red flags. These could be an unexplained career gap, failure to ramp up marketing tech skills, or ignorance of organization-specific certifications. 

We can’t deny that shortlisting such candidates is indeed tempting, especially when we know their strengths can come in handy on our team. But we make it a point to stick to our elimination criteria because we know that once we put these negatives behind us, we will stop being fair to other candidates. And if we hire this candidate, these setbacks will keep haunting our team. Instead, we stick to the plan and offer fair competition to every candidate.

Ariav Cohen, VP of Marketing and Sales, Proprep

Check References

Referrals are an excellent approach to assessing a candidate’s abilities and skills. To learn more about a candidate, contact previous employers or coworkers. I believe references can be especially useful if you are considering a candidate who has been out of work for a time. 

They can tell you how the candidate fared in their previous job and whether they left, got fired, or were let go. When deciding between two individuals with identical qualifications, speaking with their references can be extremely beneficial. References can provide information about the candidates’ skills and limitations, as well as assist you in determining whether a candidate is a better fit for your firm.

Ben Flynn, Marketing Manager, Manhattan Tech Support

Analyze Social Media Presence

In my experience, reviewing a potential hire’s social media activity is the most effective way to narrow down a pool of qualified interviewees. Keep an eye out for warning signs like inflammatory language, references to former employers in a poor light, or information that is otherwise inappropriate or unethical. 

Consider the candidate’s internet standing and their potential to represent the company in a positive light. Although a candidate’s social media presence shouldn’t be the only deciding factor in their hiring, it can provide vital insights into their character and judgment.

Cindi Keller, Communications Coordinator, Criminal Defense Lawyers

Assign Points and Stick to the Final Score

Regarding certain positions where skills and expertise matter more than personality and promise, it is best to adopt a scoring system where you assign points to candidates based on their experience and certifications. 

This way, you eliminate the chance of offering any undue advantages to any candidate and ensure that the final shortlist abides by the demands of the job position. The last step is to stick to the final scores and shortlist only those candidates who accumulate enough points to warrant a place in the following interview stage. 

Although it is challenging to find out a candidate’s strengths and weaknesses through points alone, this method proves to be the only practical approach in specific hiring situations, such as tech positions where a candidate’s skills surpass other criteria.

Tony Angeleri, Vice President, Lone Wolf Paintball

Tech, Tac, Toe: Winning Strategies for your Job Search

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By “Job-Coach Justin” Jones

If one of your least favorite things to do during your job search is writing cover letters or creating the perfect resume, ChatGPT can help. And while this artificial intelligence chatbot can’t do everything completely on its own, it can prove invaluable at helping establish yourself as the ideal job candidate.

Artificial Intelligence Resources

AI tools like ChatGPT, Bing, and Bard can be compared to traditional researching and writing as though using a snow blower versus a shovel. You can do much more work a lot more effectively. Here are a few tips to help you get started when using an AI tool like ChatGPT:

Find Your Career Path

Plug in your degree, interests, and skills to determine which careers you’re best suited to pursue. You might be surprised at the results. If you need to build your skills, you can use ChatGPT help you narrow the focus to determine the exact skills you need to learn.

Build a Company List

Figuring out where to apply for the jobs you want and are qualified for comes next. Ask ChatGPT for job leads in the field(s) you want to work in and it will produce an extensive list, including all the key categories you should consider.

Create A Resume

Ask your new AI partner to generate a resume and it will create a template that you should customize for each position so you can be sure to use the relevant keywords. You can also plug in your current resume and ask it to customize it for a specific job.

Write a Cover Letter

There are many good reasons to write a cover letter and starting with a generic one is better than not including one at all. However, if you feed ChatGPT your existing resume and your desired job description, it will result in a personalized cover letter.

Prepare for Your Interview

ChatGPT can list some of the most likely interview questions as well as give you answers that might just help you impress your interviewers.

Craft a Thank You

Hopefully everyone knows by now they should craft a thank you note or email after an interview. This message can easily be written without help, but AI can give you some tips on how to make your thank you stand out*.

Negotiate Your Salary

If you’ve been offered a position or you’ve reached the part of the process where it’s time to negotiate your salary, ChatGPT can give you salary range results for your region. Having this knowledge can prepare you for being fairly compensated for the role.

LinkedIn Resources

If you’re not on LinkedIn, you’re making a huge mistake. Recruiters practically live on this professional platform. They are looking for you, but if you’re not on LinkedIn, or you don’t at least have All-Star status, the recruiters will hire your competition instead of you. Here are a few great links to resources to help your profile stand out, grow your network, and help you find your next job:

Increase Profile Views

  • Go to your profile homepage
  • Click on the More button
  • Select Build a resume
  • Click on Create from Profile
  • Type in your target job title
  • Click Apply

LinkedIn will populate your profile in the form of a resume.

On the right-hand side, you’ll see green checkmarks for the skills you have that match the job title you used. Below that, you’ll see LinkedIn’s recommendations for additional keywords. These are keywords that LinkedIn has culled from the millions of job openings and profiles of people with the same job title.

If you have a standard profile, you should see about 10 keyword recommendations.

If you have the premium version of LinkedIn, you can see between 15-25, depending on the role and how many keywords you already have that are a match for the job.

If there are any skills on the list that you have that aren’t listed on your profile, make sure that you add them immediately. And obviously don’t add any that you don’t possess. When it comes to skills, you want to ensure that these hard skills are in your headline, your summary, in each applicable position description, and listed as skills in the Skills section on your profile. If you include them in these areas, your profile will be optimized for recruiter searches, and your views will increase. And you’ll start having more people reach out to you about openings.

Tech Resources

  • Text Blaze
    • create text templates and easily paste them anywhere
    • save hours messaging people for networking, replying to emails/InMails, commenting on posts, and more
  • Teal
    • one place to organize and manage your job search
    • it’s like having your own personal ATS or CRM for the job search
  • Grammarly
    • scans your text and corrects any grammatical errors
    • great for resumes, emails, cover letters, even LinkedIn posts and comments
  • ResyMatch by Cultivated Culture
    • resume scanner and optimizer
    • match your resume with any job description to increase your chances of landing an interview
  • Hunter
    • find anyone’s email for outreach
    • tells you a company’s email alias so you can make an educated guess (e.g. [first name].[last name][at]google[dot]com)
  • Mixmax
    • automate emails and follow-ups to save hours
    • personalize messaging at scale and get reminders on when to follow up
  • Speeko — AI Speech Coach
    • practice interviewing
    • helps you get better at public speaking
  • Todoist
    • a better to-do list that syncs across all devices
    • assign different priority levels to different tasks
  • Loom
    • create compelling video messages in minutes
    • ideas: try sending video intros for networking and thank you notes* to stand out
  • The List
    • central layoff list used by thousands of companies to hire
    • add your name if you’ve been impacted and companies reach out directly if you’re a fit for any open roles

Tech, Tac, Toe

Technology can often be the bane of our existence, but it’s necessary for job seekers who no longer want to be seeking – they want to simply be employed. These resources have helped many people find the job or career that is perfect for them. I hope they help you, too.

15 Ways to Recession-Proof Your Career

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From jumping on personal development to keeping your future in mind, here are 15 answers to the question, “Can you share your most effective tips to recession-proof your career?”

  • Take Advantage of Upskilling/Development Opportunities
  • Manage Your Finances Now
  • Remain Flexible 
  • Create and Nurture Relationships
  • Keep Your Manager Informed of Your Wins
  • Stray Beyond Your Comfort Zone
  • Review Your Existing Professional Situation
  • Stay Updated With Tech Skills
  • Enter the Gig Economy
  • Get Professional Certifications
  • Keep Your Digital Presence Updated
  • Master the Transferable Skills
  • Always Be Career Cushioning
  • Learn (Basic) Software Programming Skills
  • Always Look Ahead

Take Advantage of Upskilling/Development Opportunities

Adding skills and capabilities through professional development, upskilling, and other ongoing education increases your value for potential employers. It also expands the range of job titles you’re qualified for, expanding your options for finding a new job if you’re laid off or have your hours cut. 

This can help to ensure you keep making consistent forward progress with your career, regardless of what happens in the broader economy. The great thing about ongoing education is that it will have the same benefits in a robust economy as in a weak one, and will enable you to make more and achieve higher roles within your company if you prefer to stay with the same employer. That means it doesn’t just protect your career in case of a recession but ensures you’re poised to take advantage of raises and promotions during periods of economic growth, too.

Archie Payne, CEO, CalTek Staffing

Manage Your Finances Now

One recession-proof tip is to manage your finances now. In general, it is always better to make sure that your expenses do not exceed your means, but this is especially important in times of higher uncertainty. It can take from two to six months to find a new job after unemployment, so you want to make sure that you have enough living expenses saved up for that period. 

This is important not only to make sure that you are comfortable during this time of transition but also to give you the freedom to be discerning about your next opportunity, so you don’t feel the pressure of just taking anything because you don’t have enough money to take care of yourself. 

Debt and financial obligations have a way of creating constraints that can push you to make decisions you might not have otherwise made. Therefore, while things are good, make sure that you are keeping a budget, or at least a structure, of how you are managing your funds so that you can have more freedom when things get tough.

Lorien Strydom, Executive Country Manager, Financer.com

Remain Flexible

If you want to recession-proof your career, the best tip I can give you is to remain flexible. Now, this doesn’t mean changing everything all the time, but rather, approaching your role and the chance to learn and develop in a more flexible way. 

What I mean by this is don’t dedicate all of your learning to role-specific skills, but also jump at any training opportunities which are more about soft skills and transferable skills. The more you can offer within your role, and the more adaptable you become, the less expendable you are. It’s as simple as that. 

That doesn’t mean you should be offering to do everyone’s jobs, but if purse strings are being tightened and people are being let go because of it, knowing more than just your core role can be a vital asset that will save that company money in training people to learn more down the line. Being knowledgeable about what’s around you, and not just what is in front of you, will always be an asset, especially when times are tough.

Brett Downes, Founder, Haro Helpers

Create and Nurture Relationships

Consistently creating new relationships and nurturing old ones pays dividends in one’s career, whether we are in a recession or the economy is booming. As an Executive Career Coach, I often hear clients lament they get so laser-focused on their job that they forget or fail to make room for relationship building. 

Often, they are speaking with me because this has caught up to them and they find themselves unable to progress to the next level (unsure of how to “play the political game”) or worse, without a job. The mindset reframe I offer is that creating and nurturing relationships is as much a part of any job as the nuts and bolts of one’s job description. I challenge clients to reach out to five current/former colleagues per week, religiously. 

This could be as simple as sharing a relevant article, asking about family, or requesting a coffee date. Attending industry events/meet-ups with regularity, even when we don’t feel like it, is key. Relationships matter!

Emily Golden, CEO & Strategic Talent Advisor, Golden Resources

Keep Your Manager Informed of Your Wins

Companies keep employees who perform and solve problems. Meet with your manager regularly to ensure you’re on the same page with goals and expectations, and then share those wins! If you aren’t in a position to meet with them regularly, email them and keep a copy for yourself. Depending on your personality or culture, this might feel uncomfortable initially, but no one will know how good you are if you don’t voice your good work. You need to be known as someone who gets the job done.

Julia Toothacre, Career Coach, Ride The Tide Collective

Stray Beyond Your Comfort Zone

If you’ve ever observed someone executing the same job function for many years, you know that it’s not only monotonous but also unlikely to earn you respect from your employer. After all, other people may have the same skills you do now. Consider offering your help to new projects, teams, and special projects. 

I think you should encourage yourself to take on new tasks at work. Additionally, keep an eye out for chances to innovate and advance the business. Create the framework for that idea and a workable model if there is a department that is having trouble, and a new business idea that you have for your organization can improve overall production and outcomes. Your employer will respect your initiative!

Frederic Linfjärd, Director of Growth Marketing, Planday

Review Your Existing Professional Situation

Being proactive is taking the time now to assess your current career and make a plan in case the unemployment rate soars. For suggestions on how to smoothly use your transferable talents and expertise in a different job field, think about meeting with a career coach or mentor. 

Those who are unsure if they should change careers should monitor their present employer’s performance to see if it makes sense to do so. Consider looking for a position in a different field if your company hasn’t been exhibiting any signs of expansion and other businesses in your sector appear to be having trouble as well. 

Through a side hustle, you can develop abilities for an alternative job. However, I advise choosing a side hustle that you are truly passionate about, as it will be more difficult to stick with it otherwise.

Andrew Dale, Technical Director, CloudTech24

Stay Updated With Tech Skills

Who won’t want a recession-proof job? I think everyone should go into a profession that is not affected by recession much. I have the best tip to recession-proof your career: stay relevant in the job market, and for this, be updated with new tech skills. 

Since we are living in the COVID era, tech skills can be saviors for job seekers in a recession, as employees can work remotely as well. Keep yourself updated with technologies like AI, AR, cloud computing, content marketing, and many others. These technologies are at their peak and are favorites of software development companies. They need employees who can work with these technologies, and because of the demand for technical employees in the market, it will always be easy for you to grab any new job even if you lose one. 

Even IT security and information-safeguarding initiatives are key strategic priorities. Real estate, construction, manufacturing, and retail jobs in these sectors are more likely to be affected by the recession.

Yogesh Kumar, Digital Marketing Manager, Technource

Enter the Gig Economy

In my opinion, the gig economy is a thriving sector because of the flexibility and low overhead associated with freelancing and contract labor. Rather than committing to one employer full-time, professionals in the gig economy often split their time between several gigs. 

There is no need to quit your day job in pursuit of more contract work. In order to protect your career from a downturn, it is a good idea to try out a variety of different professions so that you may gain experience in them and list them on your CV. Having multiple sources of income can help cushion the blow of a job loss. In a bind, you can always rely on your side hustle.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Get Professional Certifications

One of the best ways to survive in terms of careers during a recession is to show to employers that you are better, more valuable, and more skilled than everyone else out there. There are, of course, many ways to achieve this. 

However, the idea of getting as many professional certifications as possible really works. As a pro tip, think outside the box. Don’t just get certifications in areas in which you already have a background. Try to also diversify your skills and make yourself more adaptable to a changing work environment. 

For example, if you work in HR as I do, instead of just focusing on professional certifications in HR, get something on IT, Data Science, and others. This will make you more versatile.

Logan Nguyen, Co-Founder, MIDSS

Keep Your Digital Presence Updated

Make sure that your online presence is up to date before you explore other options in the job market. Make sure that your website, social media channels, blog, LinkedIn, and other digital platforms are properly updated. Also, make sure that your digital presence provides an accurate depiction of your interests and experience should other opportunities come your way.

Dakota McDaniels, Chief Product Officer, Pluto

Master the Transferable Skills

Transferable skills are not soft skills; rather, they are the ones that can be applied to different fields, roles, and industries. When hiring managers are looking for candidates, regardless of their experience, transferable skills take on a whole new level of importance in demonstrating value to employers. 

For example, if you’re a software engineer with strong analytical abilities, you could use those same skills in a business analyst role. If you’re an accountant with strong problem-solving skills, you could use them to become a project manager. The idea is to learn the core concepts behind each field and then apply what you know across many different roles and industries. Many of your technical or professional skills may already be transferable; it’s just a matter of identifying them and honing them further.

Karl Robinson, CEO, Logicata

Always Be Career Cushioning

The art of career cushioning is getting a lot of attention right now. It means preparing for the unexpected by polishing your resume, applying to other jobs, taking on project work, actively networking, or even starting a side gig to bring in additional income. Recession aside, regular career cushioning is a great practice to prevent stagnation in your career. 

Even people who are happy with their current company and role should work on at least one aspect of career cushioning. This could be taking on additional projects within the company, writing for industry-related publications or appearing on a job-related podcast. Updating your LinkedIn, keeping a list of your work-related wins, and writing quarterly goals are other great ways to keep your work contributions and aspirations top of mind.

Katelyn Harris Lange, Sr. Talent Sourcer, SeekOut

Learn (Basic) Software Programming Skills

In the information age, the predominant economic theme that transcends the traditional business cycle is digitization. The economy is progressively moving away from physical locations, traditional working practices, and purely offline work, and shifting towards a flexible digital economy. 

Learning to code may seem like an insurmountable task, but imagine being the only employee outside of IT who knows how to update the company website, automate tedious tasks, or analyze data without the need for expensive proprietary software. When layoffs happen, these skills will take you out of the firing line, as managers recognize your essential contributions to the smooth running of the team. This effectively recession-proofs your career, vastly reducing your risk of unemployment during an economic downturn.

Ben Schwencke, Business Psychologist, Test Partnership

Always Look Ahead

One way to recession-proof your career is to always be looking ahead at what’s coming next and think about how your skills can be adapted to fit that next big thing. Right now, climate technology is growing quickly in importance, so think about how your role and/or skills could adapt to this industry.

If you’re working in sales, research companies that are selling climate technologies. Think about what software systems are going to be needed to scale large climate tech companies. If you can constantly adapt your own skill set to meet the needs of the future, you’ll always be in a good spot!

Sotiria Anagnostou, ESG VP, STORE Capital