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Finding quality candidates can be challenging in any job market, but it is especially difficult during economic downturns. With the current market being so uncertain, you might be wondering how your company can find the right candidates for your open positions.  

Fortunately, there are some effective strategies you can use to source and attract top talent, even during a tough job market. Below are four proven techniques that you can use to find the best candidates in a tight labor market. 

Highlight What You Can Offer Job Seekers

As you search for talent in a tight job market, you need to ask yourself one crucial question: What makes you stand out to potential employees? Your Employer Value Proposition (EVP) is the answer.  

An EVP is your company’s unique selling point; it should be clear, concise, and compelling enough that talented applicants want to work for you instead of your competitors.  

To craft your own personalized EVP, outline what makes working at your organization desirable: Do you offer competitive pay? Flexible hours? The opportunity to collaborate with incredible colleagues? Once you have a powerful narrative established, use it to create job postings that will attract high-caliber talent.  

Additionally, promote this message through social media and other online platforms where potential hires spend time. 

Rewrite Your Job Ad to Appeal to a Wider Talent Pool

If you’re finding it difficult to find the right candidate for an open position, you need to look at how you write your job ads. Rewriting your job ads can help you reach a wider and more diverse talent pool.  

Here are a few ways you can tweak the job ad that could help you find the perfect candidate: 

  • Drop unnecessary education requirements: Degree inflation excludes millions from job opportunities. By leaving off a bachelor’s degree, you open your job ad to 6.4 million more job seekers.  
  • Add a skills assessment: Recruiting candidates with transferable skills can help you identify potential employees quickly and efficiently. Transferable skills are those that are acquired through previous experiences but may not necessarily be relevant or specific to a particular role. For example, suppose you’re looking for an administrative assistant position. In that case, someone who has customer service experience could still be a great fit since they have acquired communication and problem-solving skills in the past. 
  • Offer on-the-job training: Industries with high demand for workers, such as hospitality, should look at hiring for potential and filling gaps with on-the-job training. The training allows employers to equip new hires with specific technical skills that can be best developed through hands-on experience.  
  • Look at compensation: When scanning a job ad, job seekers look at a role’s compensation. Remember that your base salary is not the same as your total compensation package (which includes the total value of your benefits plus your base salary). If you can’t be as competitive with compensation, consider offering a sign-on bonus or other benefits such as career advancement opportunities or on-the-job training. 
  • Prioritize following up: Only 4% of employers respond to candidates within a day. When you find someone interesting, invite them to an interview the day you get the application. If you wait too long, your ideal employee may already be entertaining another offer. 

Offer Flexible Work Arrangements (FWAs)

One way to stand out from the competition is by adopting a flexible work policy. Not only does this demonstrate that your organization is modern and forward-thinking, but it also provides potential candidates with an attractive option if they are looking for more flexibility in their working life.  

Flexible work arrangements can include anything from compressed weeks to remote working or part-time hours. The Society of Human Resource Management (SHRM) has a list of options you can try including: 

  • Alternating location arrangements 
  • Break arrangements 
  • Casual day dress (seasonal, daily, or one day per week) 
  • Flextime 
  • Hybrid work 
  • Job sharing 
  • Results-only work environment (ROWE) 
  • Shift flexibility 

With this recruitment strategy, you will have access to talented candidates who would otherwise be reluctant or unable to take on certain roles due to personal commitments or lifestyle choices.  

Best of all, flexible work arrangements effectively attract older workers for high-skilled positions. More than one-third of employers report successfully using flexible scheduling to attract the 55-and-older segment of the labor force. 

Refine Your Employee Referral Strategies

Employee referral programs provide an almost limitless supply of potential talent that companies wouldn’t otherwise have access to. Referred candidates often have higher retention rates and better job performance than those identified through traditional methods.  

According to Zippia, 88% of organizations rate employee referrals as the best return on investment (ROI) for sourcing talent. Yet referrals only make up 7% of total applicants in the United States. 

To capitalize on this, you should create or reevaluate your employee referral program by incentivizing employees for successful referrals. Some factors to consider when making your referral program: 

  • Communication: Make sure to provide clear guidelines regarding program eligibility and rewards. 
  • Incentives: While the best incentives are cash bonuses, they don’t always need to be monetary. You could give days off, gift cards, or even company-wide recognition. 
  • Promotion: Seek out ways to engage your employees by advertising the referral program within the workplace. You should constantly promote the program via email campaigns, monthly newsletters, and company meeting announcements. 

When done successfully, an employee referral program can increase your talent pool by 900%. It makes your current talent pool ten times bigger through your employees’ networks. 

Final Thoughts 

A tough job market can be difficult to find ideal candidates for your open positions. However, with the four recruitment strategies outlined in this article, you can improve the talent search and find high-quality employees in even the toughest markets.  

Utilizing well-written job ads, employee referrals, flexible work arrangements, and professional recruitment services can help you reach talented individuals looking for new opportunities.  

Take action today and start building your dream team today! 

Partner with Jarvis, and you won’t risk falling behind in the global competition for tech talent. 

Jarvis are global leaders in tech recruitment and tech hiring services. We have successfully sourced and recruited expert professionals for businesses of all sizes, ranging from startups to big corporations. We help you find the right candidate for the job. 

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Get in touch with us today, and let’s work together to make your company the success it should be.