Hiring in 2023? Five Reasons to Start Now

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With the fall season well underway and what looks to be the busiest holiday season since before the pandemic just around the corner, talent acquisition activity may not be top of mind for many organizations at the moment. But if your organization anticipates needing new talent in 2023, consider these five reasons why now is the optimal time to begin your hiring process. (image from ShutterStock)

With the fall season well underway, and what looks to be the busiest holiday season since before the pandemic just around the corner, talent acquisition activity may not be top of mind for many organizations at the moment. In fact, many of our clients are wrapping up end of year business functions, including budgeting and open enrollment, so it’s not surprising to find that they don’t consider the fourth quarter to be an ideal time to hire for key roles. But if your organization anticipates needing new talent in 2023, consider these five reasons why now is the optimal time to begin your hiring process:

  1. It’s primarily because most organizations don’t consider the fourth quarter to be an ideal time for hiring that makes it the perfect time. While other organizations are putting off their search efforts for new talent, your organization can get the jump on everyone else in this competitive market.
  2. It’s not anticipated the tight hiring market will ease anytime soon, particularly for engineers, CPAs, mental health clinicians, and other specialized roles. This means candidates who are considering a move will continue to be selective, making a strategic approach to seeking them out imperative.
  3. Many potential candidates are already considering making a change in 2023 but are delaying their job search until January. This means the timing is right for your organization to proactively seek out this talent.
  4. Potential candidates who plan to take time off during the holidays will have more downtime and will likely want to jumpstart their efforts to land a new role. By starting your search process now, you increase the likelihood of connecting with these candidates when they are ready to start a conversation.
  5. Companies typically award bonuses at year end or early in the new year, adding to the likelihood that more candidates will be open to considering a move in the near future if your organization begins the process now.

Furthermore, OMNI’s unique model offers five ways to ensure that your organization gets the maximum results out of investing in a search now:

  1. Our hourly billing model means that you only incur costs for time worked on a search project. This allows your organization to tailor the various stages of the search process according to your unique needs. For example, OMNI can help your organization simply “test the waters” prior to the year’s end by doing some candidate sourcing to gauge interest and level of talent available. 
  2. OMNI’s search consultants serve as a liaison between hiring managers and search candidates, building strong and trusted relationships with both. Not only does our process offer you candidates that match the needs and culture of your organization; it also ensures that your top candidates remain engaged and interested while you deliberate.  
  3. Our talent acquisition team knows that finding the right talent for your organization is about much more than posting a job announcement on Indeed or LinkedIn. Our combined network, gained through decades of cumulative experience, means we can cast our net beyond the local area and even the Midwest. This network allows us to reach out to so-called “passive” candidates who aren’t currently searching for a new role and might never even see a traditional job listing. 
  4. OMNI’s talent acquisition team brings a wealth of combined market-related knowledge to the table. Their extensive experience working with clients in multiple industries, combined with access to vital data and top technologies, ensures that the scope of your role and desired qualifications align realistically with compensation and benefits. When necessary, we can help you make adjustments.
  5. We understand that small to mid-sized organizations rarely have the time, resources, or expertise to divert from mission-oriented activities. Our talent acquisition team helps you avoid the costly fall-out of a bad hire, maximizing your limited resources, and making sure that your valuable investment in finding the right fit ultimately pays off.

With so many factors at play in today’s job market – talent scarcity, the economy, and the holidays, to name just a few – your organization can’t afford not to make the most of any potential competitive advantages. Get a jump-start on your talent acquisition and recruitment needs for 2023; OMNI’s top-notch executive search team can help you start sourcing potential candidates now, so that you can find the right fit for your organization, whatever the role may be.  

Michelle Anderson has cultivated a vast network of strategic contacts that supports her talent acquisition practice at OMNI. Her focus as OMNI’s Vice President of Executive Search is working exclusively on C-level and senior management engagements within a variety of industries, including banking/financial services, manufacturing, healthcare, and nonprofit. With several hundred senior- and executive-level searches successfully completed since joining OMNI in 2007, Michelle’s outstanding performance has assisted in the significant growth of our recruitment practice. Michelle serves her community as a Board member of Jackson County CASA and on the Johnson County Advisory Committee for the Metropolitan Organization to Counter Sexual Assault.

Jennifer Gross-Statler, Marketing & Communications Manager, comes to us with over 20 years’ experience as a nonprofit professional. Her background includes four years as Executive Director of a Connecticut nonprofit with a state mandate to evaluate state-funded mental health programs, assess strengths and unmet needs, and make recommendations for improvements. She brings valuable expertise to OMNI in community and media relations, marketing and branding, project management, and strategic planning. Jennifer is a graduate of The College of William & Mary.