Is a hiring freeze turning your talent pipeline icy cold?
Don’t let top talent drift off just because staffing’s on pause. Instead, double down on those connections to keep them warm.
This blog will provide practical tips to keep your best candidates engaged and ready to go when hiring picks up again.
Let’s get started!
What does a hiring freeze mean?
A hiring freeze is when your company may temporarily stop recruiting new employees.
This pause can happen for many reasons, like budget cuts, restructuring, or shifts in company priorities.
During this period, you’re not actively filling open positions, even if they’re critical.
It can be frustrating, especially if you have top candidates lined up.
But a hiring freeze doesn’t mean you stop working on talent. It’s a chance to strengthen your pipeline, keep candidates engaged, and prepare for when hiring resumes.
7 power moves to keep your talent pipeline warm during hiring freezes
1. Stay connected with candidates
When you’re in the middle of a hiring freeze, staying connected with your candidates can make your company significantly stand out.
You don’t have to send weekly emails, but keeping them in the loop makes all the difference.
Be honest about the hiring timeline and let them know where they fit into the picture.
Note that personalizing your messages goes a long way, even if it is just a quick note on LinkedIn.
You might notice they shared something interesting or achieved something—mentioning such details shows that you see them as more than just another application in a pile.
Treat every interaction as an opportunity to build a genuine professional relationship.
2. Engage candidates with interactive resources
Don’t just ghost your candidates.
Engage them by sharing resources that genuinely help them grow in their careers.
Invite them to workshops or group sessions to create a community around your brand and keep top talent connected until you’re ready to hire again.
Ideas for content:
- Relevant industry skills: Host sessions on industry-relevant skills. For example, “Future of data science” for tech roles or “Leadership in uncertain times” for management applicants.
- Monthly newsletters: Include company updates, job search tips, and market insights. A well-curated newsletter feels less like a marketing email and more like a beneficial resource.
You can use online platforms to create industry-relevant courses to share with applicants to help them enhance their skills.
3. Build your personal brand
Use the hiring freeze as a strategic moment to build your professional brand.
Share industry updates, valuable insights, or career advice that highlight your passion for the field and your candidate network.
You can also publish a LinkedIn article or record a short video update to showcase your creativity.
Most importantly, remember to network.
Host a virtual Q&A or introduce candidates to industry peers to keep your pipeline warm and build lasting professional relationships.
4. Prepare your ATS in advance
When the job market heats up, you’ll want to move quickly on top candidates before others do.
That’s why it’s wise to use your downtime to get your ATS really dialed in.
Start by creating a shortlist of your most promising candidates.
Look for the total package: the right experience, skills that align with what you need, and people who mesh well with your company culture.
Don’t forget to set up some automated reminders, too.
The last thing you want is to let a great candidate slip through the cracks just because you forgot to follow up.
5. Host mock interviews & skills assessments
Conduct virtual interviews, including panel style, to mimic real-life situations and assess them for their problem-solving abilities.
Also, here are a few methods that you can try:
- Technical challenges: Evaluate technical skills by using coding tests.
- Role play and group discussion: Create some scenarios for the customer to interact with or groups that determine teamwork, leadership, and flexibility.
- Project-based tasks: Give candidates an appropriate small project to submit within the week to analyze their time management skills.
6. Provide constructive feedback
Allocate equal time to each candidate and provide constructive feedback. Rather than focusing only on high-priority candidates, give everyone your attention to make smoother, quicker decisions.
Use informal video calls, send personalized updates, or segment your outreach to engage each applicant meaningfully.
Follow up with a detailed feedback. Get specific about what exactly impressed you – maybe it was how they handled that tricky technical question or their clear communication style.
If you spot areas where they could grow, share that too, but make it helpful.
For instance, if their technical skills need some polish, point them toward specific certifications or courses that could help.
And always remember to keep things positive – everyone’s on a learning journey, and skills can be built over time.
7. Throw a “Future vision” party
Bring in a little creativity!
Create a brainstorming session and invite your top candidates.
Imagine them pitching fresh ideas for upcoming projects or tackling big industry trends—it’s interactive, inspiring, and, honestly, way more fun than a typical networking email.
Here’s how to make it epic:
- Pick topics they’ll love: Dive into topics they know well, like new product ideas or the latest trends.
- Break the ice: Start with some lighthearted intros or an icebreaker—maybe ask what superpower they’d bring to the team!
- Celebrate their ideas: When someone suggests a killer idea, give them a shoutout. Follow up with a note afterward thanking them for their insights.
It is a fun way to get your candidates hooked and for you to get a sneak peek at how they think.
Plus, who wouldn’t want to be part of a team that hosts “vision parties” during a hiring freeze?
Frequently asked questions
1. How long does a hiring freeze typically last?
The duration of a hiring freeze can vary widely depending on the reason behind it.
Some freezes last just a few weeks, especially if they’re tied to short-term budget reviews or brief restructuring. Tied to more significant financial or strategic shifts, others can last several months or even a year.
Typically, your company will review the hiring status regularly to assess when hiring can resume.
It’s helpful to stay informed about any changes by staying in touch with HR or leaders, as this can help you plan your recruiting strategies accordingly.
2. How can we keep our employer brand strong during a hiring freeze?
Maintaining an active presence on social media, engaging with candidates, and sharing valuable content like career tips or industry insights can keep your brand in a positive light.
Regular communication, even without active hiring, builds goodwill and positions your brand as supportive and proactive.
3. How can we measure engagement effectiveness during a hiring freeze?
Track metrics like open rates on emails, participation in virtual events, or responses to LinkedIn messages.
Candidates’ continued engagement and responsiveness can indicate the success of your strategy.
