--- title: "Hiring in a Tight Market: How to Engage When Unemployment is Low" description: When unemployment is low, hiring can be tough. These 4 hiring strategies will help you battle difficult hiring times and fill job gaps. image: https://blog.iqtalent.com/hubfs/Imported_Blog_Media/shutterstock_328768586-e1546531520436-1.jpg --- [![info.iqtalent.comhubfsIQTalent-Logo](https://blog.iqtalent.com/hs-fs/hubfs/social-suggested-images/info.iqtalent.comhubfsIQTalent-Logo.png?width=1000&height=300&name=info.iqtalent.comhubfsIQTalent-Logo.png)](https://iqtalent.com/) - Solutions Solutions - [![our-solutions-icon](https://blog.iqtalent.com/hubfs/icons/our-solutions-icon.svg) Our SolutionsEmbedded RPO, on-demand recruiting, RecOps, and executive search. 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[![blog-icon](https://blog.iqtalent.com/hubfs/icons/blog-icon.svg) BlogRecruiting strategy and hiring insights from practitioners in the field.](https://blog.iqtalent.com/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg) Case StudiesReal clients, real hires, real results across industries.](https://www.iqtalent.com/case-studies/) - [![calculator-icon](https://blog.iqtalent.com/hubfs/icons/calculator-icon.svg) Tools & CalculatorsCompare recruiting models and estimate cost-per-hire before you commit.](https://www.iqtalent.com/resource-library/#type=tools-and-calculators) - [![guide-icon](https://blog.iqtalent.com/hubfs/icons/guide-icon.svg) Guides & PlaybooksFrameworks for executive search, high-volume hiring, and PE talent strategy.](https://www.iqtalent.com/resource-library/#type=guides-and-playbooks) - [![podcast-icon](https://blog.iqtalent.com/hubfs/icons/podcast-icon.svg) PodcastsConversations with talent leaders on the trends shaping how companies hire.](https://www.iqtalent.com/podcasts/) [![IQT-AI-Hiring-Prompt-Templates-LP](https://blog.iqtalent.com/hs-fs/hubfs/IQT-AI-Hiring-Prompt-Templates-LP.webp?width=1200&height=680&name=IQT-AI-Hiring-Prompt-Templates-LP.webp)](https://info.iqtalent.com/ai-hiring-prompt-templates)[Download AI Hiring Prompt Templates](https://info.iqtalent.com/ai-hiring-prompt-templates) [Get Started](https://info.iqtalent.com/start) - Solutions - [![our-solutions-icon](https://blog.iqtalent.com/hubfs/icons/our-solutions-icon.svg)Our Solutions](https://www.iqtalent.com/solutions/) - [![recruiting-operations-icon](https://blog.iqtalent.com/hubfs/icons/recruiting-operations-icon.svg)Recruiting Operations](https://www.iqtalent.com/recruiting-operations/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg)Sourcing](https://www.iqtalent.com/candidate-sourcing/) - [![person-icon](https://blog.iqtalent.com/hubfs/icons/person-icon.svg)Recruiting](https://www.iqtalent.com/on-demand-recruiting/) - [![search-icon](https://blog.iqtalent.com/hubfs/icons/search-icon.svg)Research](https://www.iqtalent.com/research/) - Areas of Expertise - [![who-we-work-with-icon](https://blog.iqtalent.com/hubfs/icons/who-we-work-with-icon.svg)Who We Work With](https://www.iqtalent.com/who-we-work-with/) - [![industries-we-serve-icon](https://blog.iqtalent.com/hubfs/icons/industries-we-serve-icon.svg)Industries We Serve](https://www.iqtalent.com/industry-expertise/) - [![functional-expertise-icon](https://blog.iqtalent.com/hubfs/icons/functional-expertise-icon.svg)Functional Expertise](https://www.iqtalent.com/function-expertise/) - About IQTalent - [![person-icon](https://blog.iqtalent.com/hubfs/icons/person-icon.svg)Who We Are](https://www.iqtalent.com/about-iqtalent/) - [![functional-expertise-icon](https://blog.iqtalent.com/hubfs/icons/functional-expertise-icon.svg)How We're Different](https://www.iqtalent.com/how-were-different/) - [![team-icon](https://blog.iqtalent.com/hubfs/icons/team-icon.svg)Our Team & Expertise](https://www.iqtalent.com/leadership/) - [![chat-icon](https://blog.iqtalent.com/hubfs/icons/chat-icon.svg)Why IQTalent](https://www.iqtalent.com/why-iqtalent/) - Resources - [![search-icon](https://blog.iqtalent.com/hubfs/icons/search-icon.svg)Resource Library](https://www.iqtalent.com/resource-library/) - [![blog-icon](https://blog.iqtalent.com/hubfs/icons/blog-icon.svg)Blog](https://blog.iqtalent.com/) - [![resume-icon](https://blog.iqtalent.com/hubfs/icons/resume-icon.svg)Case Studies](https://www.iqtalent.com/case-studies/) - [![calculator-icon](https://blog.iqtalent.com/hubfs/icons/calculator-icon.svg)Tools & Calculators](https://www.iqtalent.com/resource-library/#type=tools-and-calculators) - [![guide-icon](https://blog.iqtalent.com/hubfs/icons/guide-icon.svg)Guides & Playbooks](https://www.iqtalent.com/resource-library/#type=guides-and-playbooks) - [![podcast-icon](https://blog.iqtalent.com/hubfs/icons/podcast-icon.svg)Podcasts](https://www.iqtalent.com/podcasts/) [Get Started](https://info.iqtalent.com/start) # Hiring in a Tight Market: How to Engage When Unemployment is Low January 2, 2019 [Candidate Search](https://blog.iqtalent.com/tag/candidate-search) [Outsourced Recruiting](https://blog.iqtalent.com/tag/outsourced-recruiting) #### Table of Contents [![The-Process-Standardization-Playbook-LP-Transparent1_5x](https://blog.iqtalent.com/hs-fs/hubfs/Resources/Mockup%20Images/The-Process-Standardization-Playbook-LP-Transparent1_5x.webp?width=1353&height=660&name=The-Process-Standardization-Playbook-LP-Transparent1_5x.webp)](https://info.iqtalent.com/resource/process-standardization-playbook) ### The Process Standardization Playbook [Sync Your Hiring Team Processes](https://info.iqtalent.com/resource/process-standardization-playbook) A year-end means everyone is planning. There’s planning new year’s resolutions, solidifying 2019 budgets, mapping out hiring goals, etc. The bigger picture here is an overarching theme of organization – everyone is setting up their horses at the starting gate for the 2019 race to hire the best people on the market. With your list of tasks distracting you from delivering results in an increasingly tight hiring market, you may be at your end [to find quality talent](https://blog.iqtalent.com/hiring-ahead-supplement-recruiting-process). Low unemployment means your sourcing, recruiting and engagement efforts need to be strategic. With more passive candidates in the market, hiring will be rough no matter how you slice it. You could settle for less [qualified applicants](https://blog.iqtalent.com/best-practices-better-candidate-screening-process) and struggle to get by without hiring anyone at all...or you could follow these four hiring strategies to utilize your employees and recruit more effectively during low unemployment: [Is your new year's resolution to optimize your #recruiting strategies? See these four hiring strategies to find talent even when unemployment is low.Click to Tweet](https://twitter.com/intent/tweet?url=https%3A%2F%2Fwww.iqtalentpartners.com%2F%3Fp%3D982&text=Is%20your%20new%20year%27s%20resolution%20to%20optimize%20your%20%23recruiting%20strategies%3F%20See%20these%20four%20hiring%20strategies%20to%20find%20talent%20even%20when%20unemployment%20is%20low.&via=iqtalent&related=iqtalent) ## Move Existing Employees First Internal mobility can be your greatest asset when hiring in a tight market. If you have employees who have been with the company for a number of years, they may be ready to move on to something new. This is especially true if they’ve reaped everything their current position has to offer them. Plus, transitioning them to a new role will help them learn new skills and develop their professional career. A few takeaways to keep in mind here: 1. Current employees can best train new employees for the position, even if the “new employee” is just an existing employee being transitioned into a new role. 2. Current employees already know how the organization and company culture operates But also keep in mind not everyone is magically fit for a new position just because they performed well at their current one. Just like any screening and selection process, give your internal hiring process the same due diligence you would give new-to-the-company hires. ## Source Candidates from Different Places There are a lot of places you can post your job listing or advertise your open position. I bet what instantly comes to mind for you are sites like LinkedIn, Monster.com, Indeed or ZipRecruiter, right? Instead of thinking of places by job board, think of the type of applicants and how they are segmented throughout the hiring market. Although old school, networking by phone and by email gets candidates attention in ways many recruiters don’t use anymore. Fresh, entry-level talent is pouring out of universities, so college career boards, alumni groups and departmental networks are the best places to reach this demographic. [These candidates](https://blog.iqtalent.com/calibrate-your-goals-with-your-client-to-find-the-ideal-candidate) are starving for work experience and make for eager applicants. While the screening process for these types of applicants may vary, they are a great opportunity to get fresh, moldable hires. [![IQT Twitter](https://blog.iqtalent.com/hs-fs/hubfs/IQT%20Twitter.jpeg?width=790&height=249&name=IQT%20Twitter.jpeg)](https://ctt.ac/UtDcz) For underemployed talent, there are a lot of graduates still working in places like Starbucks, Scooters, retail stores and other small businesses. Don’t ignore these profiles on LinkedIn just because of their current job. Check their education, when they graduated and what they majored in. You may find talent ready to be utilized in the most unthought-of places. Are you only posting locally? Expand your job postings to platforms that reach nationally and internationally. The more exposure your job post has, the larger your hiring market is. But think strategically – casting a wide net draws in talent, but they may not be the best fit for your organization. Eliminate extra screening work by using the [Diamond Recruiting Process](https://blog.iqtalent.com/evolution-candidate-funnel-diamond-recruiting-infographic) on these types of sourcing strategies. Are you spending too much time finding a hire and getting behind on your other tasks? [Leverage a remote sourcing team](https://www.iqtalentpartners.com/resource-library/). The more people you have working on your tasks, the more time you have to reallocate accordingly. Finally, referrals are always a good way to find talent. If you aren’t using [referral bonuses](https://blog.iqtalent.com/employee-referrals-tips-build-successful-referral-program) or a [referral rewards program](https://www.iqtalentpartners.com/recruitment-glossary/), employees may not be motivated enough to reach out to people they know. Once you know where these talent pools lie, networking by phone or email are still some of the most effective ways to connect with these candidates. Nonetheless, there are many other ways to get in touch with these people including through acquaintances and mutual friends, meeting them at events and more! [Is low unemployment affecting your #recruiting more than it should? Check out @IQTalent's four hiring strategies to fill positions when #unemployment is low.Click to Tweet](https://twitter.com/intent/tweet?url=https%3A%2F%2Fwww.iqtalentpartners.com%2F%3Fp%3D982&text=Is%20low%20unemployment%20affecting%20your%20%23recruiting%20more%20than%20it%20should%3F%20Check%20out%20%40IQTalent%27s%20four%20hiring%20strategies%20to%20fill%20positions%20when%20%23unemployment%20is%20low.%20&via=iqtalent&related=iqtalent) ## Write a Good Ad and Loosen Up Credentials Take a second look at your ads and everywhere they are posted. Ask yourself these questions: - If you were looking for a job, would you apply based on that ad? - When unemployment is low and people have many other job postings to choose from, does yours stand out? Write attractive ad copy and turn it into something people would actually want to apply for. This is especially true for ads with credentials that no one has. When HR teams post ads with high credentials, these requirements could come from other departments covering an ideal skill set most people don’t have. Keep your ad copy simple and concise – job posting criteria like this are too complex: - 12-15 years experience with React Native, Python, C#, C++ - 7-10 years experience with NodeJS, Vue.js, Elixr, Rust - 8-11 years experience working with SEO using Bing Webmaster Tools - Must be an active “Advanced Certified ScrumMaster” - PhD. in physics required - 12 other impossible criteria It’s best to shoot for some of the requirements you’re looking for – not all. An “all or nothing” approach is unrealistic in a low unemployment job market. Keeping your requirements lax will help bubble your pools back up with more interesting talent. If you change your ad from 5-7 years of experience to 3-5, you don’t have to hire people with that experience. However, you may find someone with other skills needed for the position or skills you didn’t consider would be useful. [Improve the candidate experience](https://blog.iqtalent.com/easy-steps-improve-candidate-experience) and invite them to apply instead of putting up barriers preventing them from doing so. ## Compensation, Perks, Engagement and Culture [![When HR teams post ads with high credentials, these requirements could come from other departments covering an ideal skill set most people don’t have. Don’t expect to receive a lot of applications from this.](https://blog.iqtalent.com/hs-fs/hubfs/Imported_Blog_Media/IQTP-4-tips-to-hire-blog-insert-1-300x300-1.png?width=300&height=300&name=IQTP-4-tips-to-hire-blog-insert-1-300x300-1.png)](https://ctt.ac/895Z0)If your company is increasing the compensation to fill a position prior to any interviews, there are many more effective ways to attract quality talent without touching the salary. The salary should fit the range of the position and its duties. Therefore, you should show off other things applicants find attractive. Flex your benefits like health insurance, dental/vision, 401(K)/retirement, etc. However, if you aren’t listing perks your company culture holds, you should. [Company culture](https://blog.iqtalent.com/aligning-company-culture-candidate-recruiters) can be a huge asset for drawing in candidates. Perks like social work events, a beer fridge, birthday events, growth and volunteer opportunities will help make your job post more attractive and increase the number of applicants you receive. Nothing attracts employees more than an engaging work culture, but candidates want testimonials of what it’s like to work with your company. Use that. Show off your current employees on your website or redirect links to videos showing what it is like to work there. Since employee engagement increases the rate of employee retention, this can help employees commit to your company for the long-run. Make sure your culture is attractive for applicants to see and apply to. Your job position should stand out. If it’s not for the position and salary, it’s for the company and culture. IQTalent Partners builds relationships with clients and candidates the right way. We find the right talent for the right clients faster and with a better fit. Learn how you can [get started with IQTalent](https://www.iqtalentpartners.com/start)!   [![The recruiting you need. When you need it. Contact IQTalent Partners today](https://no-cache.hubspot.com/cta/default/5284302/ef9ca8c0-6d7a-4961-ba2e-72ef423f9e2a.png)](https://cta-redirect.hubspot.com/cta/redirect/5284302/ef9ca8c0-6d7a-4961-ba2e-72ef423f9e2a) ## You'll Love These Posts Too [The Complete Guide to Recruiting Sources Effectiveness: What Actually Works in 2025](https://blog.iqtalent.com/recruiting-sources-effectiveness-evaluation) The Truth About Sourcing Channels (Ranked by Data) Let's cut through the marketing BS and look at what actually works, ranked from best to worst based on real data. [Keep Reading](https://blog.iqtalent.com/recruiting-sources-effectiveness-evaluation) [7 Candidate Relationship Management Strategies for Lasting Recruiter-Candidate Relationships](https://blog.iqtalent.com/7-candidate-relationship-management-strategies) The $5 Million Relationship Management Wake-Up Call Virgin Media lost $5M annually from poor candidate relationships 95% of candidates would reapply after positive ... [Keep Reading](https://blog.iqtalent.com/7-candidate-relationship-management-strategies) [The Critical Guide to Backfilling Positions: Why Speed and Strategy Matter](https://blog.iqtalent.com/backfilling-a-position-importance-benefits) The $1,500-Per-Day Problem Nobody Talks About Every unfilled position costs $1,500-4,000 daily in lost productivity 60-90 days average to backfill specialized roles Bad ... [Keep Reading](https://blog.iqtalent.com/backfilling-a-position-importance-benefits) [![www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1](https://blog.iqtalent.com/hs-fs/hubfs/social-suggested-images/www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1.png?width=2001&height=600&name=www.iqtalent.comwp-contentuploads202207IQTalent-White-Logo-1.png)](https://blog.iqtalent.com/) PO Box 150709 Nashville, TN 37215 [629-255-0709](tel:6292550709) [info@iqtalent.com](mailto:info@iqtalent.com) [Contact Us](https://www.iqtalent.com/contact/) ### Solutions - [Our Solutions](https://www.iqtalent.com/solutions/) - [Recruiting Operations](https://www.iqtalent.com/recruiting-operations/) - [Recruiting](https://www.iqtalent.com/on-demand-recruiting/) - [Sourcing](https://www.iqtalent.com/candidate-sourcing/) - [Research](https://www.iqtalent.com/research/) ### Areas of Expertise - [Who We Work With](https://www.iqtalent.com/who-we-work-with/) - [Industry Expertise](https://www.iqtalent.com/industry-expertise/) - [Functional Expertise](https://www.iqtalent.com/function-expertise/) ### Resources - [Resource Library](https://www.iqtalent.com/resource-library/) - [Case Studies](https://www.iqtalent.com/case-studies/) - [Podcasts](https://www.iqtalent.com/podcasts/) - [Blog](https://blog.iqtalent.com/) - [Recruitment Glossary](https://www.iqtalent.com/recruitment-glossary/) ### Specialties - [RPO On-Demand](https://www.iqtalent.com/recruitment-process-outsourcing-services/) - [Data Scientists Recruiting](https://www.iqtalent.com/data-scientist-recruiting/) - [Information Security Analysts](https://www.iqtalent.com/information-security-analyst-recruiting/) - [Physician Assistants Recruiting](https://www.iqtalent.com/healthcare-recruiting-physician-assistants/) - [Healthcare Leadership Recruiting](https://www.iqtalent.com/medical-health-service-managers/) ### About IQTalent - [Who We Are](https://www.iqtalent.com/about-iqtalent/) - [Why IQTalent](https://www.iqtalent.com/why-iqtalent/) - [Our Team & Expertise](https://www.iqtalent.com/leadership/) - [How We're Different](https://www.iqtalent.com/how-were-different/) - [Our Approach](https://www.iqtalent.com/about-iqtalent/#our_approach) - [Press & Awards](https://www.iqtalent.com/press-awards/) - [FAQs](https://www.iqtalent.com/faq/) ### Connect With Us - [LinkedIn](https://www.linkedin.com/company/iqtalent-partners) - [Find My Dream Job](https://www.iqtalent.com/dream-job/) - [Get Started](https://info.iqtalent.com/start) - [Caldwell](https://www.caldwellpartners.com/) © 2025 IQTalent Partners Site by [Red Branch Media, Inc.](https://redbranchmedia.com/) - [Privacy Policy](https://www.iqtalent.com/privacy-policy/) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Chris Murdock", "url" : "https://blog.iqtalent.com/author/chris-murdock" }, "dateModified" : "2025-09-09T23:12:15.885Z", "datePublished" : "2019-01-03T00:00:00.000Z", "headline" : "Hiring in a Tight Market: How to Engage When Unemployment is Low", "image" : [ "https://blog.iqtalent.com/hubfs/Imported_Blog_Media/shutterstock_328768586-e1546531520436-1.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.iqtalent.com/hiring-tight-market-engage-unemployment-low", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.iqtalent.com/hubfs/IQTalent-Logo.png" }, "name" : "IQTalent Partners" } } ```