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How to differentiate as an employer in 2023

26 Jun 2023 by

In this article, I will outline six distinctive topics that will help organizations to set apart as an employer in 2023. The selected topics stem from Talented and Minjon talent acquisition experts who work at the forefront of recruitment. Hence, they have first-hand information on what job seekers in the fields of tech, business and law appreciate and expect from employers currently.

Talent acquisition is getting even harder

Research implies that competition over employees is a global phenomenon and keeps getting more fierce in the upcoming years. According to a recent study by Duunitori, 64% of recruitment experts expect recruitment of the workforce to be harder in 2024. Approximately 30% of the professionals are planning to recruit employees from abroad.

Furthermore, a shift occurred in the job market recently. While former leaders, e.g. big tech companies lay off people, other industries have the chance to catch top talent and grow.  Those who have had to go through change negotiations and layoffs need to set focus on retaining and motivating existing employees.

On the other hand, industries such as energy and banking have an opportunity to use this momentum to digitize their offering. However, several companies in the aforementioned fields lack the capability to find potential job candidates or build strong tech teams.

Regardless of your current situation, be prepared for the future. When the time comes that you will need resources to innovate and grow again, a well-managed corporate reputation will help you to get potential candidates in your recruitment pipeline.

What makes employers attractive in 2023

1. Salary

Only one year ago salaries were ridiculously high, particularly for tech project workers. Today’s uncertain times have, however, changed the attitude toward a stable income. Also mainly forced by the new EU directives, the trend towards more openness about companies’ salary levels keeps evolving, forcing employers to be more proactive in sharing information about their salary levels. It is an opportunity to communicate equality and justice, building trust between the employer and employee.

2. Meaningful work

For one, meaningfulness means the chance to support sustainable development, contribute to a safer society or simply help others. For others, it means solving technical challenges and making certain products or services available to customers. Thus, what brings meaning depends on individual preferences, but it is crucial to remember that everyone is looking for a sense of belonging and sense in their lives.

3. Company values

Companies have defined and renewed their values for more than a decade. Values are often one of the first things one sees on company websites. Moreover, they’re great at reflecting company culture and work environment.

Today, potential employees expect to get proof of concrete actions on how the presented values come alive in everyday work life. This forces organizations to make sure that the values are internalized and come alive in the company culture.

4. Learning & development

By encouraging continuous learning, companies empower employees to acquire new skills, adapt to evolving technologies, and stay ahead in their respective fields. This not only benefits individual employees but also contributes to the overall success and growth of the organization. On the other hand, employees know that learning opportunities are crucial for personal growth and career advancement. Employers can offer e.g. training programs, workshops, and mentorship opportunities. Particularly in the tech field continuous learning and development should be integrated in all employee journey steps.

5. Well-being

Providing opportunities for employees’ well-being directly impacts their productivity and job satisfaction and should be a core in all employee experience agendas. Work-life balance, support for mental, emotional, and physical health, and a healthy and social work environment are a must for employers today. The younger the generation the less they are willing to sacrifice their well-being for any jobs.

6. Diversity & Inclusion

Attention towards DEI has emerged especially in tech companies. However, it will become a bigger phenomenon in other fields as well. Today employers are dedicated to inbuilding diverse teams that represent diversity, but still, it is a widely used buzzword in employer branding communication. Concrete deliverables are still missing and employers should find ways to actively promote DEI in all of their people practices. These include e.g. recruitment, equal opportunities for career advancement, training, and cooperation with different communities enhancing diversity.


Competition over potential employees will get tougher, and regardless of your economic situation today, it is time to act by taking care of your internal and external employer brand communication. Build trust and differentiate from competitors by being authentic and transparent. By embracing the earlier presented topics, you will not only attract top employees but also build a strong, motivated, and engaged workforce in the long-run.


Talented is your strategic growth partner from talent acquisition to employer branding. Get in touch to release your full potential in attracting top talent.

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In the future, every company will be a software company. To prosper in the digital future, winning the talent war is a paramount. That means succeeding across the entire employee lifecycle – attracting, recruiting and retaining the best IT professionals. Talented helps organizations to do just that through Talent Acquisition, Employer Branding and building winning Employee Experiences

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