Hiring Strategies

8 Hiring Strategies You Need in a Tight Labor Market

Published on December 1st, 2022


The recruitment process can be severely disrupted by labor shortages, resignations, and other events. Additionally, the status quo in talent acquisition runs the danger of losing effectiveness as high-quality applicants grow harder to find and their demands and wants change.

You need talent management tools, resources, and workflows that let you adapt to labor market changes if you want to continue to be successful. Take into account these tactics to increase the agility of your recruitment procedures.

Top Hiring Strategies for Tight Labor Market

1. Enrich your Employer Brand

Employees are reinventing work in the Great Reshuffle, looking for a more positive workplace environment, greater flexibility, or exciting career options. It is challenging for businesses to locate talent in a competitive labor market since there are more vacant positions than ever before, which allows candidates to be pickier in their job searches.

Establishing a strong brand is essential to differentiating your business, whether it is through diverse hiring methods, career advancement opportunities, or making a strong first impression with your career page.

2. Providing growth & career development opportunities

Due to a lack of growth and advancement in their work, employees are quitting in large numbers. Additionally, as they look for their next job, they'll want to work for an organization that provides them with the prospects for advancement they want to succeed in the competitive job market of today. 

You can provide applicants with an immersive learning environment that invests in their long-term development if you have access to a variety of skill-building platforms.

Some additional tips -

  • Help close skill gaps with ongoing career development opportunities
  • Attract candidates by showing how your company prioritizes upward mobility and upskilling
  • Encourage candidates to apply with growth and also provide opportunities for promotion and internal career advancement.

3. Revisit your Employee Benefits Package

Health and wellness are more important than ever for promoting employee safety, respect, and care in the workplace. Candidates must feel confident in a benefits package that will suit both their wants and the demands of today's challenges.

Some tips to improve your Employee Benefits Package -

  • Ensure your paid time off policy gives candidates the flexibility they need to prioritize their physical and mental health
  • Ask for current employees’ input on what benefits are best for their mental health, wellness in the workplace, and their personal lives
  • Adapt your benefits to be more inclusive of all life circumstances so candidates have greater access to equitable healthcare, caregiver assistance, and tuition reimbursement

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4. Offer a Flexible Work Model

Work flexibility is another evidence that an employee's level of productivity is unaffected by their location or their working hours. In a competitive job market, having a flexible work style might help retain top candidates.

What else can you offer to candidates to hire in a labor tight market?

  • Offering more work options for candidates — from a fully remote work model to a hybrid model, to a physical office space
  • Giving employees the flexibility to set their own hours, helping them foster a healthier work-life balance
  • Reaching a more diverse pool of candidates who don’t always stick to a 9–5 workday, such as single parents or caregivers

5. Consider hiring Previous Employees

Recruiting former employees might provide your team an advantage given the fierce competition for great talent. These workers, also known as "boomerang" hires, may have left your company amicably but might be open to returning.

Consider the scenario where a worker leaves your organization because there are no more chances for promotion. If your company has expanded since then and has more established career paths, this presents the ideal chance for you to inform previous employees about your open positions.

Employing boomerang candidates not only saves you from having to start the hiring process over from the beginning, but it also lowers your overall cost per hire because these candidates have already worked for your company before. These workers will need less training because they are already familiar with your business, have embraced your company culture, and understand how your team operates.

6. Ramp up your social media presence

Recruiters are increasingly using social media sites and mobile devices to post job openings and find candidates. More job seekers are searching for openings online, and they want to be able to view job listings and apply for positions using their mobile devices. 

This is a fantastic chance to get excellent prospects' attention before they enter the job market because job seekers frequently use social media platforms.

Research the most effective social media sites to reach your target audience in order to make the most of this strategy. To determine the websites that job seekers in your market most frequently visit, poll your staff and other contacts in the sector.

Learn about these sites, then utilize them to let people know that you're looking to hire. Use your company's website, blog, Facebook, and Twitter pages to promote your company while also encouraging your current employees to do the same.

Use industry meetings as a forum to discuss inventive hiring strategies with other business owners.

7. Implement Employee Referral Programs

A referral program is now utilized by many organizations. Through this program, employees are compensated with cash bonuses as they use their personal and online networks to recommend qualified candidates for their employers.

Your current employees are familiar with your business and the sector. They are aware of what is necessary to do well in a given position. Consequently, a referral program is a useful tool that you shouldn't overlook. If your business doesn't already have a referral program, you should establish one and stress how important it is to employees.

8. Offer Competitive Compensation

In a labor tight market such as the current one, candidates are looking for employers who are willing to go an extra mile for their employees. Cover that extra mile by giving compensation that stands you out from other rival companies.

Compensation not only means a higher salary package, but you could also include better health and insurance packages to attract the candidate.

Final Thoughts

In today's competitive labor market, organizations must work harder to identify qualified people, but the effort could pay off as they uncover fresh talent sources to tap for years to come.

The employees that each organization needs have transformed along with the talent market. It all comes down to fishing in these new pools and having catchy, bright bait.

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Radhika Sarraf

Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.

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