Navigating Today's Flooded Candidate Market

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“What are you seeing out there?” is probably the number one candidate question we recruiters hear from prospective candidates. In the ever-evolving landscape of talent acquisition, recruiters are facing the challenge of navigating a flooded candidate market currently. Top-tier talent is still in high demand, but easy apply and other tools have made applications more widespread. Advice is falling from the skies from every influencer who can type, what is the right approach? To approach this correctly, you must first understand the general recruiting process and who you need to influence.

Recruiter or Hiring Manager?

First, you must figure out who your target to influence is (Recruiter or Hiring Manager). Recruiters are the employment bouncers of the corporate world, they let you in the door based on your qualifications, not your charm. Many candidates miss the mark here trying to befriend the recruiter or ask why they don’t get an interview, when they are merely a filter for the hiring manager. Any brand name company most people have heard of are likely getting over 100 candidates for 1 opening. Your overall goal is to stand out from the crowd, but to the hiring manager.

Hiring managers make the hiring decision and it’s important to remember the recruiter and hiring manager are two different people. If the recruiter loved you on the phone, that’s a great sign but nothing you can bank on. Most candidates should be focusing their efforts on the hiring manager/team, as opposed to the recruiter. ?When they are reviewing 125 resumes that are all qualified and similar, you want your name to rise to the top in their head, but how do you do that??

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1. Know Your Unique Value Proposition (UVP):

Before you dive into an ocean of potential companies, take the time to define your Unique Value Proposition. What sets you apart from other candidates with the same title? What unique insights or resources can you offer to companies? Having a clear UVP will make you more memorable and help companies understand the value of connecting with you.

Example(s): Did you recently complete an implementation that went well that a competitor is tackling next year? Tell them you are interested in their company and would love to help them navigate that.

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2. Leverage Social Media Platforms:

Harness the power of social media to expand your reach. Utilize LinkedIn, Twitter, and other relevant platforms to share industry insights, engage in discussions, and showcase your expertise. Actively participate in groups and forums related to your niche, demonstrating your commitment to staying current in your field.

Example(s): Is a former friend or co-worker with a company you want to work with now? Tell them you want to join and maybe they will be your internal advocate. Does your target engage in industry talks on LinkedIn? Engage with them. Read, comment, like. Show in your 10-word comment that you understand the vision they are painting. ?

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3. Get Active in Your Vertical (Virtual or In-Person):

COVID put us all in a cave for a while, we know; but networking events, whether in person or virtual, provide excellent opportunities to connect with potential employers. In an ocean of qualified resumes competing against you, you want to be the person they met a few months ago and were impressed by. Attend industry conferences, webinars, meetups, and workshops to stay connected with your field. Be proactive in initiating conversations and follow up with personalized messages to continue the dialogue.

Example(s): Being part of a networking group can create advocates for you at other target companies or even give you direct face time with the hiring manager you want.

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4. Establish Real Relationships:

No one likes a fair-weather fan, and networking is not just about collecting contacts; it's about building relationships. Chase roles, companies, and opportunities you actually have a long-term interest in and be somewhat selective. Authenticity goes a long way in establishing trust.

Example(s): When I used to hire internally for recruiters, I always got 50-100 emails the week I posted the job of people interested, then a week or two later, nothing. None of them stood out because I knew the did the same last week with someone else on a different role.

Who did stand out is the ones that emailed me when I didn’t have a role open at all. They explained their situation, interest in the role, ask what they could work on, and wanting to keep in touch. By the time I had another role open, we had talked 3-4 times and I usually knew they were solid and hired them. REAL contacts are better than MANY contacts.

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5. Create and Share Valuable Content:

Can’t get in front of who you want to? Broadcast it out! Position yourself as a thought leader by creating and sharing content in your field. Write articles, share industry reports, and curate relevant content that demonstrates your knowledge. This not only enhances your credibility but also attracts companies who resonate with your insights.

Example: Share the big news story of the moment in your industry with your specific thoughts (get detailed!). Comment on other people’s posts who do the same.

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In conclusion, when navigating a flooded market, it’s important to remember what the hiring process represents at its core. When the market is flooded and most candidates are qualified, it comes down to relationships. Hiring managers are humans that make flawed decisions based on their world perspective, not yours or mine. No advice you find around hiring will be ubiquitous or all-encompassing as humans are the ultimate variable. Take all you hear with a grain of salt and furiously be yourself. ?At the end of the day, tell your story to more people in your industry any way you can in an honest and positive way and this should open doors for you over time.