Navigating the Job Market: 12 Strategies for Finding the Right Candidate

In a tight job market where job boards receive numerous resume submissions, it can be challenging for companies to find the right candidate while ensuring they don’t miss out on potential talent.



Here are some strategies that your company can employ to navigate this situation:

  1. Refine Job Descriptions: Craft clear and detailed job descriptions that accurately reflect the role and its requirements. This helps attract candidates who closely match the desired qualifications and reduces the number of irrelevant applications.
  2. Proactive Candidate Sourcing: Instead of solely relying on job board submissions, your company can proactively search for candidates through various channels. This includes leveraging professional networks, attending industry events, reaching out to passive candidates, and engaging with talent communities.
  3. Targeted Advertising: Your company can use targeted advertising to reach a specific audience of potential candidates. This can involve utilizing social media platforms, industry-specific websites, or niche job boards that cater to the desired talent pool.
  4. Employee Referrals: Implementing an employee referral program incentivizes current employees to refer qualified candidates. Employee referrals often result in higher-quality candidates and can help your company tap into their employees’ networks.
  5. Resume Screening and Applicant Tracking Systems (ATS): Utilize ATS software and resume screening techniques to efficiently review and filter resumes. This helps identify candidates who closely match the job requirements and reduces the time spent on unqualified applicants.
  6. Behavioral and Skills Assessments: Incorporate assessments or tests to evaluate candidates’ behavioral traits and specific skills relevant to the role. This provides a more comprehensive understanding of a candidate’s abilities beyond what is stated on their resume.
  7. Video Interviews: Conduct video interviews as an initial screening step to assess candidates’ communication skills, cultural fit, and overall suitability for the role. Video interviews can save time and resources by allowing recruiters to evaluate a larger number of candidates remotely.
  8. Streamlined Interview Process: Establish a well-structured and efficient interview process, ensuring that there are clear evaluation criteria and consistent methods of assessing candidates. This helps expedite the decision-making process and reduces the risk of losing strong candidates due to lengthy or disorganized interviews.
  9. Candidate Relationship Management: Maintain open lines of communication with candidates throughout the hiring process, providing timely updates and feedback. Regular engagement helps build relationships and keeps candidates interested and invested in the opportunity.
  10. Employer Branding: Develop a strong employer brand that highlights the company’s values, culture, and opportunities for growth. A positive employer brand can attract top talent and differentiate the company from competitors, making it more likely to secure the right candidates.
  11. Data Analytics: Utilize data to analyze recruitment metrics and optimize the recruitment process.
  12. Always respond to applicant: If candidates do not qualify, they do not qualify, let them know. If you had too many people apply and the job is closed, let them know, this simple practice can be implemented by your ATS, and it allows candidates closure.

By implementing these strategies, you can improve your chances of finding the right candidate despite the challenges posed by a tight job market and overwhelming job board submissions. It requires a combination of proactive sourcing, targeted selection methods, efficient processes, and effective communication to identify and secure the best-fit candidates.

Hiring Cubed can help take the heavy lift off your taxed Talent Team.  We have recruiting on demand where we can customize to your hiring needs. With a global team of subject matter experts in all major hiring silos, we can help handle the influx of candidates, do a simple source and screen, built our processes on a local or global scale, work with your current ATS (or use ours), build customized reporting from talent acquisition tying it into finance, human resources, and sales, handle all candidate inquiries thus protecting your brand, or handle candidates from intake to offer.