Strategic Measures Talent Acquisition Experts Should Consider During a Hiring Freeze

The freezing of the hiring process, as implied by the title, is a temporary action companies take during economic downturns or financial crises to address current challenges. It may affect some positions while critical roles continue with regular recruitment.

Approximately 75% of CEOs globally and around 70% in India have either already implemented a hiring freeze or have plans to do so within the next six months.
Freezing can impact an organization both positively and negatively.

This is where recruiters come into play; their responsibility lies in maintaining a smooth balance while efficiently supervising both workforce management and talent acquisition strategies.
Certainly, here are some smart tactics that recruiters could employ in a “freeze hiring” scenario:

Identifying critical roles:
IT recruiters must closely monitor key positions and strategically plan for their fulfillment when the hiring freeze is either lifted or under consideration for lifting. This necessitates collaboration with HR teams and departmental heads.

Building a talent community:
During the “freeze-hiring” period, the IT staffing team should work on developing a talent pipeline of potentially experienced candidates to fulfill future needs. During the hiring freeze, it’s crucial to actively engage with and assess these candidates to ensure their compatibility with the company.

Identify skill gaps:
Assessing the current workforce for their skills and capabilities can help identify skill gaps. IT recruiters can work on upskilling and training the current workforce to help the company’s success rate grow.

Evaluating the current recruitment process:
Looking into the current recruitment process and assessing the downfalls can help companies strategically plan their future employment procedures. Staying tuned to contemporary trends and embracing technology can enable the automation of the hiring process, making it more efficient and streamlined.

Gear up for the hiring freeze release:
Upon the release of the hiring freeze, IT recruiters should be ready to come back into action and be quick to resume their recruitment activities. They should swiftly capitalize on opportunities without causing any disadvantage to the company.

Transforming a hiring freeze into an opportunity for enhancement relies on the agility and skill of an organization’s IT recruiters. While the duration of the freeze may differ among companies, it provides them with a window to restore financial stability and boost employee morale prior to resuming their hiring initiatives.