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As a talent acquisition leader, hiring slowdowns can be scary. We can’t control the economy or our organization’s hiring needs, but we can control how we respond to the situation. The good news is that there are plenty of ways for you to add value and support your company’s goals.
Here are three ways to make the most of any hiring slowdown from talent acquisition:
Build a Stronger Talent Pipeline
You may not need to hire as many people right now, but we all know hiring needs will pick up again soon. Now is the time to build a talent pipeline that will be ready to go when you need it.
Just because you don’t have as many open roles to fill – or any open roles at all – doesn’t mean you can’t reach out to candidates. Work on building genuine relationships without any pressure to fill a position.
The key is to be upfront and honest if you don’t have an open role. Request permission to stay in touch, and have conversations or send emails back and forth every couple months. When you have another opening, you’ll be grateful you have a bench of great talent waiting for you.
Foster Stronger Relationships With Hiring Managers
One of the most important elements of successful recruiting is a strong relationship between recruiters and hiring managers.
In order to make excellent hires and make a real impact at your organization, you need to know hiring managers and their needs like the back of your hand.
Encourage recruiters to spend time with hiring managers. Ask questions about how they imagine their team’s future, what needs they may have down the road, and what they view as a perfect hire.
Fine-Tune Your Employer Brand
Another great way to add value is to refine your employer brand and recruitment marketing efforts.
Look at conversions on your careers page. What can you do to encourage candidates to spend more time on the page, and apply to more jobs?
Consider creating blog posts, videos, or even a podcast to showcase what makes your company such an awesome place to work for.
The #1 thing to keep in mind is that you need to show candidates why they should work for you – not your competitors or a similar company!
