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10 Clever Steps For That Hiring Freeze

A slow down in hiring is like an empty beer cooler during half time. And, a lot of recruiters “wander” off. It’s hard to stay focused. Recruiters are usually ill-prepared for a hiring freeze because they are not organized. Recruiters stop communicating with hiring managers, recruiting managers and candidates. And…

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glennlist_auburn2A slow down in hiring is like an empty beer cooler during half time. And, a lot of recruiters “wander” off. It’s hard to stay focused. Recruiters are usually ill-prepared for a hiring freeze because they are not organized. Recruiters stop communicating with hiring managers, recruiting managers and candidates. And when the communication breaks down, the machine breaks down and that’s why recruiters look lazy and stupid.

Recruiters, remember 2009? Did you look stupid because you couldn’t recruit solid Java developers when there was a lot of unemployment? Did you feel lazy for not calling referrals? You look like an idle dweeb when you don’t return a candidate’s call and a dimwit when you call them back but they already took another offer. It’s easy to get lazy and make stupid decisions during a hiring freeze.

Avoid looking like a moron during the slowdowns or layoffs. It’s time to for some recruiting strategery. Here is a good sourcing strategy to do when suddenly hit with a hiring freeze.

  1. Don’t get territorial…meaning don’t try to hog candidates and job reqs.
  2. Pool all the jobs together.
  3. Assign some recruiters to be pure researchers that just pull in resumes for current openings.
  4. Everyone gets credit for a hire that chipped in. EVERYONE!
  5. Set up a weekly meeting to present new sourcing and recruiting tools and have a recruiter present something they learned new.
  6. Create a weekly pipeline report that shows the names of candidates that have been recently captured or pre-screened that are ready to go.
  7. Clean out all the duplicate resumes in your database or ATS.
  8. Meet with the hiring managers weekly so prepare for upcoming hiring demand.
  9. Demo a LOT of recruiting tools, ATS, and sites.
  10. Close out candidates that have been sitting in the same status (reject).

If you got a sourcing strategy for that nasty hiring freeze or looming layoffs, you can saunter into the break room for that later afternoon Stickybun and diet soda feeling good about yourself. You got a plan in place. You may not be hiring, but you are freaking busy and that is being clever my friends.

About Michael Glenn

I am a talent acquisition consultant, trainer and motivator for jobseekers and recruiters. I specialize in helping others find opportunities and bringing top talent to companies.

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