Hiring Freeze Help Guide
Given the ongoing trend of lay-offs across many organizations, a big question arises: what can HR managers do during a hiring freeze?
A hiring freeze is when organizations put a pause on hiring and recruiting. The goal of a hiring freeze is to cut overall costs associated with attracting and onboarding new talent. Some causes of hiring freezes include budget shortages, financial concerns, and an uncertain economic climate.
We saw an increase in hiring freezes during the COVID-19 pandemic, however, given new economic uncertainty going into 2023, we are seeing another increase in hiring freezes. Hiring managers, recruiters and other talent management professionals are being challenged to rethink how they will engage employees amongst other hurdles.
So what can managers do during a hiring freeze in the meantime?
Just because an organization is experiencing a hiring freeze does not mean that hiring will be frozen forever. In the meantime, focus your attention on nurturing existing relationships with potential talent or clients.
It may seem a bit counterintuitive to nurture relationships with potential talent before a job is posted however, it allows for ample time for recruiters to build relationships without fighting the calendar. Just make sure to be transparent and upfront with candidates about the current hiring climate at your organization.
Has it been a while since you revisited your hiring process? Perhaps there are new industry techniques that your organization could benefit from. Try researching what other workplaces are utilizing for their recruitment.
New tech comes out all the time so it’s important to stay up-to-date with the latest trends in the industry.
Here are some processes HR managers can focus on during a hiring freeze:
- Performance management
Focus on internal mobility
Focusing on internal mobility is a huge opportunity for recruiters to seize during a hiring freeze. Internal mobility can be a short-term or long-term solution to staffing shortages.
According to the Global Human Capital Trends survey by Deloitte, 59% of companies feel they’re doing an inadequate or fair job at their internal mobility efforts. Just 6% of respondents believe their company is excellent at providing internal mobility opportunities.
Creating internal mobility opportunities is a great opportunity for organizations to repurpose existing talent. Chances are, your next great hire is already on your team.
“Internal mobility is also a huge priority across industries right now, as organizations try to improve employee retention and reduce the costs of acquiring new talent,” says Pooja Chhabria, Career Expert at LinkedIn.
Build upon your recruiting skills
Not only can a hiring freeze provide opportunities for the existing workforce to upskill and experience upward mobility but it also provides an opportunity for you to improve upon your recruiting skills.
If budgets are tight, Alison has a free talent acquisition course called “Talent Acquisition Practices” published by NPTEL that has 1.5-3 hours of learning, CPD Accreditation, and a Final Assessment.
If your company has a budget for outside education, consider the SHRM Talent Acquisition Specialty Credential, which focuses on “sourcing, engaging, and retaining the best talent” and improving upon those skills.