A few weeks ago, I shared a one-page summary on 2023 workforce trends and HR priorities, according to seven sources. Since then, Gartner has released this new article on nine workforce trends for 2023. One new trend not included in the original summary is: organizations will expand their pursuit of nontraditional candidates. Nontraditional candidates are those from functions, industries, educational backgrounds, etc. that differ from those typically sought after in a given role or work opportunity. The article notes how 56% of candidates report applying for jobs outside their current area of expertise—suggesting a significant opportunity for organizations to deepen their talent pool with nontraditional candidates. While not mentioned in the article, another overlooked talent pool is an organization’s former employees—sometimes called boomerang employees—who have the skills their former organization needs. Talent acquisition (TA) teams can identify former high-performing employees who have left the company and potentially target them for re-recruitment. As TA teams develop their re-recruitment strategy, they can consider a recent analysis by Visier showing the average time away for employees resigning from and returning to their previous employer is 13 months. And while it can take up to 36 months or longer before a former employee is rehired, the chances of returning drop sharply after being away for 16 months. For another bonus resource on this topic, check out the HBR article, Leave the Door Open for Employees to Return to Your Organization.