The global group Hays presents its study on national recruitment trends for the year 2023.
After the energy crisis, the number one enemy of companies, against a backdrop of inflationary trends, the second point of attention for business leaders is the attractiveness and retention of talent. In a post-Covid labor market where recruitment tensions are legion and the asset-to-work ratio disturbed, “it is necessary for companies to think in terms of quality of life at work and to value a balance between professional life and personal life», underlines in a study, Oualid Hathroubi, director of the specialized recruitment agency Hays.
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In this context, this global professional recruitment group, which employs 13,000 people in 32 countries, is unveiling the results of the 12th edition of its major annual compensation study in France*. This presents an overview of national recruitment trends for the year 2023. In view of the current economic situation which weighs on purchasing power, remuneration is logically a subject “primordialfor candidates.
Telecommuting maintains life balance
According to the survey conducted by Hays, of the 42% who applied for a raise in 2022, only 19% finally obtained it. In 2023, 47% would not consider asking for a raise. As for companies that do not have the means to respond positively to salary increases for their employees, they turn to employee benefits.
For 57% of the companies surveyed, the most important criterion for attracting and retaining talent is the balance between professional and private life, teleworking havingmainly participated in developing and nurturing this balance.Indeed, if their company restored 100% face-to-face, 34% of employees would decide to look for a job in another organization. 22% would be satisfied, if necessary, with more flexibility on working hours. 65% of companies would have opted for a hybrid work organization mode to adapt to the requirements of job candidates and current employees.
Apart from the salary, this year, the three most important factors considered when taking up a new position by the candidates are: the work/personal life balance (75%), the work environment (50%) and the benefits (47%). The study also identifies three sectors to follow in 2023:
- Technology consulting : cloud, data, cybersecurity… Companies having had to adapt quickly, during the pandemic, to new technologies, this sector intrinsically linked to the digital transformation of companies and logically destined for a bright future.
- Health : the health crisis has accentuated the tension between supply and demand. Health establishments, to meet the growing demand, have therefore made more use of fixed-term contracts. The three jobs most in demand in this sector are geriatricians, nurses and managers.
- Electrical & HVAC engineering, multi-technical maintenance: the situation of the resumption of economic activity carries this sector linked to industry and construction. The sector claims a myriad of prospects, particularly with the approach of the 2024 Olympic Games, Greater Paris, but also the ecological transition and its energy performance challenges for buildings. The professions most in tension: price study engineer, works supervisor and draftsman/designer.
*Developed thanks to a panel made up, on a national scale, of nearly 1,500 candidates and clients.