Great Lakes Wire

As economic uncertainty persists in the United States, job growth has stagnated in recent months. According to a survey by CareerMinds, about two-thirds of employers have implemented some form of hiring freeze. Of these, nearly 45% are limiting freezes to specific positions or departments, while just over 22% have stopped hiring across all roles.

Recruitment professionals report increased layoffs and more difficult job searches. Typically, when organizations slow or stop hiring, they also reduce recruitment efforts and staff. However, some companies see this as an opportunity to improve their talent acquisition (TA) operations.

During busy hiring periods, recruiters often lack time for analysis and process improvement. A hiring freeze allows TA teams to focus on longer-term strategies that can strengthen future recruitment efforts.

Several best practices can help organizations maximize their TA function during a freeze:

Building and maintaining candidate pipelines is important even when hiring is paused. Recruiters can identify passive candidates and maintain relationships with past applicants so that qualified individuals are available when demand returns.

Strengthening employer branding and candidate experience is another focus area. Companies can update career pages, enhance social media activity, and share employee success stories to maintain interest among prospective hires.

Streamlining recruitment processes is possible during slower periods. This may include refining workflows from job posting through onboarding or evaluating technologies like applicant tracking systems to improve efficiency.

Conducting talent market research helps organizations understand labor trends and anticipate skill gaps. Comparing competitor practices and compensation structures supports data-driven decision-making for future recruitment strategies.

Training and development opportunities for recruiters become feasible during a slowdown. Learning advanced sourcing techniques or improving engagement skills ensures the team remains prepared for future needs.

Engaging potential candidates through newsletters or virtual events keeps them interested in the company even without immediate openings.

Finally, tracking metrics such as pipeline health or time-to-hire allows TA teams to identify areas for improvement and demonstrate their value within the organization.

"By Dan Van Slambrook, courtesy of SBAM-approved partner, ASE."

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