As economic uncertainty and reduced consumer confidence continues in the U.S., new job growth has remained stagnant in recent months. A recent survey by outplacement firm CareerMinds revealed that approximately 66.7% of employers polled have implemented some form of hiring freeze. Out of those, 44.6% have put limited freezes in place based on specific positions or departments, with 22.1% halting hiring activities across all roles.  Anecdotally, my professional recruitment network paints a dim picture of increased layoffs and challenging job searches for those in the profession. 

Employers’ initial reaction when they have decided to slow or stop hiring is typically to minimize recruitment efforts and reduce talent acquisition staff. Forward-thinking firms, however, often view a throttle-back in hiring as an opportunity to strengthen their TA operations. During peak hiring periods, hiring demand often leaves those charged with recruiting in “firefighting mode” with little time for analysis and retooling. Hiring freezes offer an atypical opportunity to focus on areas outside of day-to-day recruitment, with the ultimate goal of positioning the organization for better hiring success when recruiting demand picks back up. 

Below are best practice suggestions for making hiring freezes more productive for the TA function: 

1. Build and Maintain Candidate Pipelines
Even during periods when hiring is on hold, recruiters can remain productive by cultivating and managing candidate pipelines. This involves identifying individuals who may not be actively seeking new roles, keeping lines of communication open with past applicants, and nurturing relationships with high-potential talent. Engaging these candidates proactively ensures a ready pool of qualified individuals, which can significantly reduce time-to-fill once hiring picks up.

2. Strengthen Employer Brand and Candidate Experience
Utilize the hiring pause to reinforce the organization’s reputation as an employer of choice. Refresh career pages, enhance social media presence, and share stories that highlight employee growth and success. By focusing on the candidate experience, even when roles are unavailable, companies leave a positive impression on prospective hires. This positions the organization favorably in the talent market and keeps top candidates interested in future opportunities.

3. Streamlining Recruitment Processes
A pause or slowdown in hiring presents an excellent opportunity to review and improve recruitment workflows. This could include refining steps from job posting through onboarding, enhancing application and interview procedures, and evaluating technologies such as applicant tracking systems or AI-based sourcing tools. Optimizing these processes improves efficiency and ensures they are well-prepared for a smoother, faster hiring cycle once the freeze ends.

4. Conducting Talent Market Research
Explore labor market trends, uncover skill gaps, and anticipate upcoming hiring needs. Comparing competitor practices, compensation structures, and engagement strategies helps the organization maintain a competitive edge. Insights from this research guide data-driven decisions and allow for the development of targeted recruitment strategies once hiring demand resumes.

5. Training and Development for Recruiters
Afford recruiters the opportunity to focus on professional growth. This might include learning advanced sourcing techniques, enhancing candidate engagement skills, improving interviewing and negotiation skills, or learning about improved employer branding and marketing techniques.

7. Engaging Potential Candidates
Keeping in touch with prospective hires during a hiring freeze is essential. Recruiters can share newsletters, host virtual events, or provide company updates to remain on candidates’ radar. Even without immediate openings, consistent engagement strengthens relationships and ensures top talent remains interested and enthusiastic about joining when opportunities arise.

8. Tracking Metrics and Reporting
Finally, utilize the additional time to focus on recruitment analytics. Measuring key indicators like pipeline health, time-to-hire, and candidate quality helps identify areas for improvement. Preparing dashboards and reports demonstrates the value of the talent acquisition function, ensuring that once hiring resumes, decisions are informed, measurable, and aligned with organizational objectives.

Sources:   bls.gov; CareerMinds.com; LinkedIn; RecruitCRM