Recruitment challenges and trends 2023

Recruitment challenges and trends 2023Ivana Georgievska
January 17, 2022

Key Takeaways

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Recruitment challenges and trends for 2022.

In this article these are the 4 points we believe have had a big impact on recruitment for 2021:

  1. Growing a qualified candidate pool 
  2. Medical recruitment on the rise
  3. Reaching out to passive talent 
  4. Fast hiring 

Before deciding on the best new strategy, it is only natural to analyse the successes, challenges and mistakes, learn from the complete experience, draw conclusions and bring the best solutions on the market.

Our team at Talentroo would like to share with you a short summary of our work during the past year. 

Looking back, oh, what a year it’s been! The pandemic still holds the world in its grasp but also taught us how to circumvent the restrictions, create new opportunities, come head to head with challenges and unprecedented changes.

The economic, health and financial strains resulted in significant job losses, brought upheavals in the job markets and blew up the workforce pool.

Some industries and businesses adjusted to remote work arrangements and became more successful, while the more traditional ones decided to grapple with staffing as they did before. 

Our team is very grateful to all our clients who trusted us throughout the year and continue to do so. We truly appreciate the remarkable talent who followed our journey and responded to our job posts.

We’ve made lots of new friends during the hiring process, and our portfolio keeps getting bigger and stronger for the next job opportunities that arise.  

We’ve expanded our Talentroo team with amazing people during the last year. We intend to continue building our strength with more talent to provide better quality and higher efficiency in handling current and future projects. Thank you!

With this article, we would like to talk about some of the recruitment challenges that marked the past year and share our experience in ensuring effective hiring processes with a positive outcome for the employers and remote talent.

guide to remote team

1. Growing a qualified candidate pool 

The hybrid remote work models caused a significant expansion of the global job-seeking talent pool.

The most important and most demanding phase is objective sourcing of professionals with relevant job experience in specific locations, screening and assessing the candidates while testing their expertise and compatibility with the clients’ requirements and sensibility. 

Recruiters need to have a combination of knowledge, skills, access to specialied software and tools to conduct the process efficiently and effectively.

In addition, a social presence and a good reputation are a must. The big companies seek only the most productive, self-motivating, highly educated and well-paid minority of the workforce. 

Selecting these professionals in the sea of applicants is the challenge our Talentroo recruiters overcame by placing a structured candidate sourcing and evaluation process borne out of experience and flexibility.

Even though we have adapted to the digital recruitment environment, the core of our work still lies in building personal relationships inside the Talentroo team that extend to our clients and talent.  

2. Medical recruitment on the rise

The Covid-19 pandemic accelerated the medical staffing in international healthcare institutions and local, onsite medical positions, making the recruitment companies that adjusted to this growing trend even more successful.

The ones that weren’t equipped to identify and place candidates for remote positions fell behind and lost the competitive edge on the market.

This particular type of recruitment, together with hiring for technical positions, requires comprehensive knowledge and creativity in developing the right strategy for sourcing the best candidates for such jobs.  

We’re currently hiring medical staff for two world-renowned companies requiring different healthcare professionals in Malta and Denmark.

If you are interested or know somebody who would be, don’t hesitate to check out the open medical roles and apply directly. 

3. Reaching out to passive talent 

One of the problems recruiters need to understand is how to engage the passive talent that isn’t actively looking for work. If they get contacted and offered a job, the LinkedIn Hiring Statistics concluded that they would be interested in pursuing it.

This is particularly important when recruiting for technical, executive or healthcare positions.

According to the LinkedIn study, 70% of the job seekers are passive, which means that in such a big pool of people, an active and motivated recruiter has a good chance of finding the ideal candidate(s).

It also found that 87% of all job-seeking candidates are open to new opportunities and would likely accept the offered job. 

Our team follows recruitment analysis and stats to reach the passive talent. We continuously educate ourselves on improving our sourcing methods.

The goal is to stay on top of relevant technology while at the same time grinding through the processes with kindness, humility and genuine care towards the people we meet.

By doing so, we achieve long-term hiring success that benefits all parties involved in the process: the employer, the candidates and the recruiters. 

4. Fast hiring 

Whether a complete hiring process is conducted in a short, medium or long period of time depends on numerous factors such as the number of required hires, the industry they are in, the preferred market candidates are sourced from, etc.

The hire should be conducted as soon as possible because open positions cost money and delay operations.

Prolonged hiring can be a byproduct of a shortage of qualified candidates. It pressures recruiters and employers and potentially leads good candidates to find job opportunities elsewhere. 

One of the approaches we took for this challenge is transparent communication with our clients.

When we were hiring for hard-to-fill roles or if the volume of vacancies was very high, we provided a very realistic process timeline and expectations.

Sometimes the roles are too crucial for the company, and a bad hire can end up becoming more expensive.  

Another approach was to carefully target the places/sources for filling out our candidate pipelines.

Making sure that we’re searching in the right places and quickly responding to the applicants, in our experience, is the best strategy to avoid unnecessarily slow hiring.    

Conclusion for Talentroo’s 2021

Although people never cease to amaze us, we understand that it takes a whole lot of work to help businesses diversify and grow while simultaneously providing individual talents with more opportunities to offer knowledge and experience into the job they love. 

For our respective clients and projects within the past year, we recruited talent in numerous industries and businesses such as Healthcare, Sales, Marketing, Management, HR, Finance, IT, Customer Support, Product Building / Management from all over the world. 

We offer a fully transparent recruitment process to all clients and candidates.  

If you are looking to change your current job, need a job, or want to be a part of our talent pool for future consideration, follow us on LinkedIn and check out the open positions on

Thank you for being a part of the Talentroo community!