Blog Hiring in the Candidate Drought Technology

Candidate Drought Survival Guide | Naviga Recruiting & Executive Search

candidate drought

candidate drought

The shift from an employer to a candidate pushed job market has put candidates within the driver’s seat and has left employers scrambling to seek out the expertise they want. The shortage of prime candidates and excessive competitors for expert expertise has created a candidate drought.

On this survival information, you’ll discover ways to adapt your recruiting efforts, hiring methods, and your mindset to rent and retain top-performing staff in right now’s candidate drought.

The ‘Candidate Drought’ Outlined
Why You Have to Adapt
What Are Your Staff Considering?

Be the Speak of the City
Create a Stand Out Job Description
Revamp Your Compensation Plan
Craft a Compelling Counteroffer

Assume Like a Gross sales Rep – Interact the Proper Candidates
Most Effecting Recruiting Methods
Deal with Your Candidate Like a Buyer
Create the Good Supply

All the time be Recruiting
Hiring and Employment developments
Conclusion and Abstract

Whether or not you’re conscious of it or not, the candidate drought is altering the best way employers recruit and rent prime expertise and it’s altering how staff seek for new alternatives.

On this part, we’ll clarify how each employers and staff are immediately affected by the candidate drought.


candidate drought employer perspectivecandidate drought employer perspectiveFirst off, you could be considering, what precisely is the Candidate Drought?

Properly, over the previous couple of years, the unemployment price has began to drop. Beginning in January of 2017, gifted individuals turned scarce. The unemployment price fell to only underneath 5 % within the U.S.

To provide you some perspective, the unemployment price was almost 10 % in 2010. At present, the Nationwide unemployment price is lower than four % and the U.S. labor market is unusually stretched.

And whereas the low unemployment fee supplies extra alternatives for job seekers, it may additionally spell hassle for employers. The competitors for prime expertise is hard and expertise retention turns into more and more essential.

This distinctive mixture of a low unemployment fee, lack of prime candidates, and excessive competitors for expert expertise creates what we name the ‘Candidate Drought.’


Now that you’ve a greater understanding of at present’s labor market, it’s necessary to concentrate on how the candidate drought impacts what you are promoting.


Because the demand for prime staff has elevated, the availability of extremely expert staff has dwindled and places corporations in a troublesome place. Corporations need to benefit from the booming financial system however aren’t capable of finding the expert expertise they should develop their corporations.

Thirty-six % of small-business house owners had job openings they couldn’t fill in June, matching the report excessive set in November 2000, in accordance with the Nationwide Federation of Unbiased Enterprise’s month-to-month survey.


Whereas a scarcity of expertise will hinder your organization’s progress and potential income, it could possibly additionally create holes in your enterprise the place you want expertise. Customer support roles which might be left unfilled, for instance, will trigger a unfavorable impact down the road. You gained’t have the help employees in place to help clients, making it more durable to retain shoppers and earn repeat enterprise.


Sure industries and positions are extra affected than others by the candidate drought.

Whilst demand will increase for prime expertise within the tech business, for instance, the out there expertise pool stays shallow. When this occurs, it creates a extremely aggressive labor market and wage progress. The wage progress for the know-how business has grown virtually 15 % since 2006 and present no signal of slowing down.

Jobs within the IT business additionally see extra wage progress relying on which metropolis they’re situated. Tech-savvy cities like Seattle, San Francisco, and Boston, all skilled an annual wage progress of greater than three.9 % for IT positions.

It’s necessary to know what a aggressive wage in your business is if you wish to rent the perfect expertise.


The typical time to fill a place is 44 days, and that quantity is up from 23 days in 2014. At the moment, the hiring course of might take even longer since you have got a a lot smaller expertise pool to seek out prime candidates.

Make certain your course of isn’t too lengthy otherwise you danger candidates turning into unengaged and accepting a suggestion from one other firm whereas they wait in your determination.


Immediately’s hiring surroundings not solely impacts your means to recruit prime expertise, nevertheless it additionally impacts the way you strategy the retention of your present workforce. The price of turnover is extraordinarily excessive by itself, however it should value you much more time and cash to discover a alternative candidate in at present’s market.

In line with a Gallup ballot, of actively engaged staff, 37 % stated they would go away their present positions for a 20 % increase. It doesn’t take a a lot greater wage supply to lose a few of your most efficient and glad staff.

And much more worrisome, 54 % of actively disengaged staff would contemplate making the leap to a brand new job for a increase.

If in case you have an exceptionally productive or expert worker, it’s important to acknowledge their contributions to your organization. In the event that they’re producing nice work and never being rewarded for it, they’re possible going to think about new positions.


candidate drought employee perspectivecandidate drought employee perspectiveThe candidate drought not solely has an impact on employers, nevertheless it additionally has an impact on staff.

Many staff want to reap the benefits of right now’s candidate drought to extend their earnings, discover management alternatives, and develop in-demand expertise.


As we speak’s staff know they’ve ample employment alternatives and know what they’re value. Job hopping is widespread throughout a candidate drought and employers ought to do every thing they will to retain prime staff.


Up to now, many staff would think about making a lateral transfer in the event that they have been sad of their present place. Nevertheless, as we speak’s staff are glad and aren’t prepared to make a lateral transfer for comparable compensation or position duty. If you wish to rent prime expertise out of your competitors, then it is advisable have a aggressive supply.


Many staff are profiting from the shortage of expert staff and are working to advance their careers both by pursuing management roles or outdoors alternatives. In case you’re not capable of present alternatives for development in your staff, then they’re going to look for a corporation who can.

As an employer, the candidate drought won’t solely have an effect on your capability to rent prime expertise, however it is going to additionally have an effect on your capability to retain prime expertise.

If you wish to achieve success within the candidate drought, you’ll want to adapt your mindset round your recruiting, hiring, and retention methods.


Prior to now, employment alternatives have been scarce. An organization might submit a job opening on its web site and have their decide of keen, certified candidates to rent.

Right now, prime candidates know they’ve many employment choices. Nevertheless, that doesn’t imply they’re actively in search of new jobs. The chances of a profitable worker stumbling throughout a job description in your web site or responding to a job outreach are very slim.

However, if an worker acknowledges your model or thinks your organization has a great status, then they’re extra possible to answer you. Constructing your organization model shouldn’t be one thing that may occur in a single day, however there are methods you will get began right now.


candidate drought brandingcandidate drought brandingAn amazing place to start out constructing your model is on social media. Attempt to publish content material that showcases your organization tradition and why somebody would need to work there.

Did your staff volunteer at an area meals financial institution over the vacations or have a jersey day to showcase their favourite soccer groups? These are simply a place to begin for sharing extra about your organization and what it’s wish to work there.

Additionally, don’t consider social media as a one-way broadcast. As an alternative, reply to people who find themselves messaging your model or speaking about your organization on social media. Become involved in conversations, maintain contests, and work together together with your viewers.

Keep in mind, the objective of selling your organization tradition on social media is to get prime staff and candidates again to your web site. Be sure that your web site is in prime form and often replace content material and embrace any firm information or awards.


You also needs to analysis the competitors. What are your rivals doing in a different way to face out and appeal to prime expertise? What corporations are your present staff leaving you for or the place are candidates accepting different provides? You possibly can study a few of this info by performing exit interviews with staff or looking websites like Glassdoor.

Then you possibly can craft your employer branding technique round what’s working in your competitors and adapt it on your firm.


Now that prime staff have their selection of employment alternatives, they’re extra selective within the jobs they apply for and the provides they settle for. Earlier than they even apply for a job, they need to know what the tradition is like, whether or not there’s room for progress and even the management type of the hiring supervisor.

In the event you can paint an image of what it’s actually wish to work at your organization and promote the chance, then you’ll appeal to the correct candidates to use to your place. If you wish to create a singular job description that stands out from the competitors, contemplate including these parts:

  • A catchy opening sentence to seize candidates consideration
  • Firm tradition and office setting
  • Perks and advantages
  • Duties and key duties
  • Compensation or wage vary
  • The contribution the worker will make to your group
  • Hiring supervisor’s character and strategy
  • Promote the hiring supervisor’s management fashion and the way lengthy individuals have stayed beneath that particular person
  • Language that embodies your organization’s character
  • Bullet factors
  • Firm identify, emblem, and make contact with info

Don’t be afraid to face out and stray from the norms. You’re making an attempt to draw individuals who would be the greatest match on your firm and crafting an interesting job description is likely one of the greatest methods to try this.


candidate drought compensationcandidate drought compensationThe competitors for prime expertise in the present day is at an all-time excessive. If you wish to beat out your competitors and rent a key worker in at the moment’s candidate drought, then you have to supply a aggressive compensation package deal.

Staff have carried out their homework on websites like Glassdoor and Payscale to seek out out precisely how a lot they need to be getting paid. They’re not going to simply accept comparable or low ball presents from employers. Should you do attempt to low ball a prime candidate, you then’re going to lose out on them to your competitors.

In case you don’t know what’s aggressive, then do your analysis. Hunt down a compensation specialist or wage information to seek out out what the market is paying for sure positions and talent units. You’ll be able to then develop your wage ranges round that knowledge.

Equally, with a purpose to retain the expertise, you have already got additionally, you will have to analysis aggressive wage ranges. Whereas your staff will not be actively in search of a brand new place, they could nonetheless be tempted to go away if provided a place with extra money.

In line with a Gallup Ballot, a pay bump of 20 % or much less is all it will take for workers to think about taking a job with a unique firm.

One of the best factor you are able to do is be sure that your present staff are being compensated competitively in order that they have much less of an incentive to go away.

Even should you assume your staff are properly compensated, you must double verify. What was aggressive even six months in the past, relying in your business, could also be outdated right now.


candidate drought counteroffercandidate drought counterofferAfter an worker resigns, you’ve certainly one of two decisions – counteroffer or allow them to go.

Now prior to now, we might advise employers to allow them to go. It’s because there’s almost certainly some disgruntlement that underlies their determination to go away, questions on their long-term dedication, and setting precedents that different staff might comply with to get an analogous counter-offer.

Nevertheless, within the candidate drought, it’s essential to shift your mindset when contemplating a counteroffer. As we talked about above, the Nationwide unemployment fee is lower than four % and the typical time it takes to fill a place is 44 days, and it might take you even longer to fill a place relying on the position and business.

Based mostly on these numbers and at this time’s unemployment market, we might advocate presenting your prime staff with a counteroffer. Use the steps under to provide you with a counteroffer that may entice your prime expertise to stick with your organization.

(For a extra detailed rationalization of the steps it is best to take earlier than making a counteroffer, take a look at this submit)

  1. Keep composure and alter the main target of the dialogue from resignation to retention and studying.
  2. Discover out why your worker is leaving. Studying this info early on is particularly useful because the majority of explanation why staff give up their job are underneath your management.
  3. Ask your worker if they might be open to exploring the thought of staying at your organization. If they are saying sure, then repeat again their causes for leaving and inform them you’d like 24 hours earlier than you come again with an answer.
  4. Create and current your new supply. Take note of why your worker needed to go away within the first place and work to deal with these considerations.
  5. In the long run, your counteroffer will both be accepted or rejected by your worker. And even when it doesn’t go your approach, it’s a must to keep in mind that in the event you by no means requested your worker to remain, then there was a 100 % probability they would go away

When you’ve tailored your mindset to hiring within the candidate drought, you could create a hiring technique to match.

On this part, we’ll undergo every stage of the hiring course of and what enhancements and changes you can also make in every one to enhance your probabilities of hiring the proper candidate.


An outdated recruiting technique is ready round for prime candidates to use to your job posting.

When expertise is scarce, your recruiting technique must concentrate on pursuing and interesting together with your most popular candidates, not ready for them to return to you.


finding talent in a candidate droughtfinding talent in a candidate droughtMany employers consider a LinkedIn recruiting technique consists of reaching out to professionals in your community. Nevertheless, a real LinkedIn recruiting technique is far more concerned.

If you wish to ensure you’re hiring one of the best expertise on your place, you want to see the most effective expertise on the market. And also you’re going to be restricted to your connections in case you solely use your private LinkedIn account to recruiting.
As an alternative, you have to look into LinkedIn’s subscription choices if you wish to rent the most effective candidate on your place.

A subscription to LinkedIn Recruiter lets you see profiles outdoors your community and you’ll have entry to 100 InMails per thirty days. You need to use these InMails to succeed in out on to potential candidates about your open positions. InMails are a good way to get candidates to reply too — the response price is 3 times greater than a daily e mail.

Nevertheless, these options don’t come with no worth. A subscription to LinkedIn Recruiter can value upwards of $6,000 per consumer annually. And, having a subscription doesn’t make candidates magically seem. You continue to want a talented consumer that is ready to discover the candidates that suit your wants. Candidates are much less doubtless to answer job alternatives throughout this low unemployment market.


LinkedIn isn’t the one efficient method to goal prime candidates. Fb and Twitter are additionally a good way to slender the candidate pool extra successfully and shortly discover focused, certified candidates. These websites have search standards that may provide help to slender down your splendid candidates.

In response to Jobvite, 83% of job seekers choose Fb over another social community. It’s additionally a terrific choice in case you’re trying to rent Millennials. 73% of 18-34-year-olds discovered their final job by means of social media, in line with Capterra.

social recruiting

social recruiting

A couple of concepts are to assist attain the fitting candidates are to amplify your message utilizing a constant posting schedule, promote your employer model with photographs and movies, and even create your personal Fb teams and discussions.

There are lots of methods to make use of social media to recruit prime candidates, however you’ll have to check out and check which methods work greatest in your audience.


Lastly, one other nice method to get your job description in entrance of the appropriate individuals is to make use of area of interest job boards.

There are job boards for particular industries, areas, and even job perform. Many professional associations and golf equipment may even have their very own job boards for his or her members.

Whereas these area of interest job boards gained’t have the quantity of utilizing LinkedIn, you’ll have entry to candidates with extra specialised expertise and related expertise.

Area of interest job boards are additionally an excellent choice in the event you’re in a high-demand technical business or in case you’re in search of candidates with a singular talent set or experience.


When you’re having hassle recruiting prime expertise in immediately’s candidate drought, you want to flip left. And by that, we imply you might want to cease recruiting utilizing outdated strategies and check out new methods which are confirmed to work.


Do you’ve got the appropriate individuals dedicated to recruiting and hiring prime expertise? It takes a variety of sustained effort to seek out the correct candidates and you may’t look forward to finding the most effective expertise when you’re solely recruiting part-time. Actually, on common it takes 45 days for a corporation to determine and fill their open place.

Many corporations don’t have the time or assets in place to carry out all the crucial duties wanted to rent prime expertise. A few of these actions embrace:

  • Making a job description and sourcing prime candidates (20 hours of labor)
  • Reaching out to candidates on the telephone, e mail, and LinkedIn (30-40 hours of labor)
  • Following up with candidates who don’t return your messages (7 hours of labor)
  • Performing qualifying interviews and in-person interviews (30 hours of labor)
  • Reference checking and evaluation (15 hours of labor)
  • Craft and prolong a suggestion (5 hours of labor)

In case you don’t have the time or assets to dedicate to discovering prime candidates, then you must contemplate partnering with a recruiting professional.

Not solely will a recruiting agency have the ability to dedicate the required time and assets it takes to discover a gifted skilled in immediately’s candidate drought, however they may also have entry to probably the most gifted professionals.

Recruiting companies work to seek out candidates daily and have strong networks of certified professionals. Additionally they have the required LinkedIn subscriptions and databases wanted to seek out passive expertise and expertise wanted to entice them to your open job.


evaluate differently in a candidate droughtevaluate differently in a candidate droughtOne other efficient recruiting technique within the candidate drought is to broaden your search standards. Doing so will provide help to tremendously improve the dimensions of your expertise pool and assist you to discover certified candidates shortly.

Some areas you possibly can think about opening up are the necessities, background, location, business, work schedule and expertise degree.

For instance, might you open up the situation necessities to incorporate distant expertise? The job market is saturated in giant cities however having a distant place would allow you to rent prime expertise from anyplace within the nation.

Or you possibly can contemplate opening up the background necessities. Up to now, employers have missed candidates who had taken a sabbatical or candidates who’re transitioning from a radically totally different subject. In in the present day’s market, in the event you discover an incredible candidate with a great background, you must take a re-assessment.

And eventually, think about hiring expertise from different industries however with relatable expertise. There are lots of advantages to hiring candidates outdoors your business, together with recent concepts about methods to go to market.


In right now’s candidate drought, hiring prime staff on a contract foundation a good way to entry to prime expertise and shortly rent the expertise you want.

In accordance with Randstad Sourceright’s 2017 Expertise Tendencies Report, extra HR leaders are turning to a contingent workforce resulting from rampant talent shortages and a scarcity of certified and out there expertise. The Randstad report exhibits 80% of HR leaders assume their organizations will probably be affected by the shortage of expertise this yr.

Sadly, there’s a false impression that staff engaged on a contract foundation are simply in search of full-time positions and are usually not as gifted as full-time staff. In truth, simply the other is true. Those that work on contract are hard-working, and they’re on the lookout for rewarding, well-compensated experiences, identical to another worker.

Whichever choice you select, ensure there’s a devoted individual in your workforce or an outdoors useful resource to drive and lead your recruiting efforts. Should you’re not prepared to place within the hours to name, e-mail, and textual content candidates, you then’re not going to seek out the best candidates, regardless of which technique you select.


When you’ve discovered prime staff which are eager about your place, your job shouldn’t be over. Prime candidates can be observing your each conduct, particularly all through the hiring and interview course of.

They are going to be watching how briskly you reply to their emails and communication. Should you take too lengthy to answer them or cease responding utterly, this displays poorly in your employer model.

adapt recruiting efforts candidate droughtadapt recruiting efforts candidate droughtWhereas giving such a candidate suggestions is voluntary and should not appear productive or value your time at first, in actuality, it helps to enhance the candidate expertise and is a significant factor in constructing a aggressive employer model.

All through the interview course of, you should be giving your candidates suggestions. Attain out to them each few days to ask how their day goes, even in the event you don’t have any actual suggestions for them but. They’ll respect you going the additional mile for them.

If a candidate emails you or has questions, be sure to reply to them instantly. It’s the little issues that may make a candidate really feel particular and necessary in your course of. And the extra interplay you have got together with your candidates, the much less time they should speak to rivals.

One other space to concentrate to is who’s in your interview and what they’re telling the candidates. In case your interviewers inform candidates conflicting tales or look like a drag, then these might be purple flags for candidates.

General, everybody who interacts with candidates – from the preliminary telephone display to the in-person interview – is a mirrored image of your model. And also you want to concentrate on how these interactions are affecting your hiring course of.


And eventually, simply since you make a prime candidate a suggestion, doesn’t imply they’ll settle for. Prime candidates typically contemplate a number of job presents directly and can settle for the supply that’s most according to their wants.

Nevertheless, there are methods employers can use to extend the probability of candidates accepting their supply and beating out the competitors.


A method to determine your candidates’ motivations and curiosity in your place early on within the interview is to ask them the fitting questions. Begin off by asking about whether or not they’re excited about new alternatives or what it might take to get them to make a transfer. Discovering out this info early within the course of will save each you and your candidates a variety of time down the street.

candidate drought

candidate drought

One other good dialog to have with a candidate early on is why they need to depart their present firm. When you perceive what’s motivating them to go away, you’ll be able to reinforce this with them all through the hiring course of. Remind them why they need to depart and why you’re the higher match for his or her long-term goals.


When you’ve uncovered their motivations and potential considerations, you need to work to ameliorate these considerations all through the method. For instance, you’ll be able to say ‘I’m listening to that you simply’re nervous about xyz, what can I share with you about our firm to assist ease your considerations?’ Oftentimes, candidates will need to find out about your organization’s monetary standings, your projected plans, and job specifics.

And keep in mind, most candidates are doing properly and enterprise is sweet general. In gross sales particularly, candidates view beginning a brand new job as a danger in beginning over of their compensation and fee construction. Be sure to can overcome their objections and take into consideration find out how to compensate them whereas they ramp as much as make it worthwhile for them to hitch your staff.


candidate drought offercandidate drought offerThe world of labor is altering shortly and what was as soon as thought-about a aggressive wage a number of years in the past, won’t be aggressive in the present day. So how have you learnt in case your job supply is aggressive?

You need to begin by doing all of your analysis. Lookup present wage developments out there and even in your business. Use wage guides or attain out to a compensation specialist that will help you decide the correct quantity to supply in your position.

Additionally, take heed to what your candidates are asking for within the interview stage. For instance, perhaps versatile work hours are extraordinarily engaging to at least one candidate however one other candidate is nervous about ramp-up time and would like an indication on bonus. It’s a must to be versatile and take a look at what’s necessary to your candidates when crafting their job supply.


Momentum is vital when shifting by way of the hiring course of and this turns into much more important if you get to the supply stage. It is advisable to hold a gentle cadence of communication to maintain the candidate engaged. Should you lose momentum, the candidate will begin viewing that as a mirrored image of how your organization does enterprise, the way you talk internally, and what your organization tradition is like.

And most significantly, ensure you talk together with your candidate how lengthy it’s going to take for them to listen to a few job supply after which ship on what you say. Don’t inform them it can take every week when you understand it’s going to take longer. It’s higher to be upfront after which proceed to speak with them whereas the supply is being crafted.

The candidate drought shouldn’t be going away any time quickly so you must be ready for this development to proceed. Luckily, there are methods you’ll be able to keep forward of the candidate drought and anticipate potential hiring roadblocks. 


Even when hiring is just not an pressing want on your firm in the meanwhile, likelihood is, you will have to make some essential hires this yr. The perfect factor you are able to do is to start out anticipating potential new hires you will have to make sooner or later or potential turnover.

You’ll be able to join with staff on LinkedIn and speak with them about potential job openings sooner or later. Construct a pleasant relationship with them and examine in with them from time to time to see how they’re doing. Then, once you do have to make a rent, you’ll have already got certified, candidates.

Additionally, recruiting companies are extraordinarily expert at this tactic. They’re all the time recruiting prime expertise, and oftentimes, out of dozens of certified candidates, just one individual will get the job. Nevertheless, they may keep in contact with these candidates for future jobs. For those who want some help forming these relationships, then attain out to a recruiting agency in your business or who focuses on the positions which are most troublesome so that you can fill.


It’s additionally necessary to remain on prime of present and future employment tendencies. For instance, many positions that weren’t even round ten years in the past and now in very excessive demand.

Additionally, in response to a brand new research by Clutch, 39% of small enterprise hires this yr shall be gross sales and advertising employees, adopted by customer support and IT.  Gross sales and advertising roles drive an organization’s progress however may be troublesome to seek out. When you’re additionally planning on hiring gross sales and advertising employees in 2019, you have to begin recruiting at this time.

For those who can keep on prime of those developments, you’ll find one of the best expertise early on and never need to pay a excessive worth.


As we glance ahead into 2019 and past, the employment outlook stays constructive for job seekers and troublesome for employers trying to rent prime candidates.

Actually, in accordance with a current CareerBuilder research of potential hiring and recruitment developments, half of the HR managers polled stated they couldn’t fill open positions on account of a scarcity of certified candidates, despite the fact that these candidates exist.

Additionally, the 2019 figures are just like the 2018 findings, which have been 44 % and 51 % respectively. These numbers present us that the candidate drought shouldn’t be going away anytime quickly.

If you wish to achieve success within the candidate drought, use the methods and techniques detailed on this article to assist information your recruiting and hiring plans.

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