Let’s talk about something that you all have faced at some point in your recruitment journey—hiring freezes.
Been there, right?
These periods can really disrupt your usual workflow and create uncertainty.
But here’s the thing—a hiring freeze doesn’t have to be the end of the world. In fact, with the right mindset, it can be an opportunity in disguise.
In this blog, we’ll explore what these freezes really mean and, more importantly, how you can use this time to emerge stronger on the other side.
Ger right in!
What is a hiring freeze?
A hiring freeze is a temporary pause on recruiting new employees within an organization.
It’s typically implemented as a cost-saving measure during economic uncertainty or when a company needs to reassess its staffing needs.
During a freeze, companies generally don’t fill vacant positions or create new roles, except for critical positions essential for operations.
Does the hiring freeze affect recruiters in any way?
Hiring freezes can be particularly challenging for recruiters, impacting various aspects of their professional lives.
1. Workload reduction
You’ll probably notice your to-do list shrinking during a hiring freeze.
With fewer positions to fill, you might have more downtime than you’re used to. This can be unsettling as you may start worrying about your job security.
2. Career stagnation
Our field moves fast, and being sidelined during a freeze can leave you feeling out of touch.
You might miss out on learning about new recruitment methods, which could impact your effectiveness when hiring picks up again.
3. Candidate relationship disruption
A hiring freeze can put the relationships you have been nurturing on ice.
You might find yourself in the awkward position of pausing or ending conversations with promising candidates, potentially damaging your reputation and your brand image.
How can recruiters deal with hiring freeze?
1. Take stock of where you stand
First things first: get a clear picture of your company’s current needs.
Sit down with department heads to understand their priorities. Look at where your staffing levels are thin and where you need to bolster your team.
Remember to consider the broader market conditions and your company’s financial health—these will influence how aggressively you can hire.
2. Create a hiring hierarchy
Not all positions are created equal when you’re coming out of a freeze.
Develop a tiered system for unfreezing roles.
Focus first on positions that directly impact revenue or are essential for operations.
Remember those roles you had to put on hold when the freeze hit?
It’s time to dust them off and reassess their importance.
3. Revamp your hiring playbook
Use this as an opportunity to fine-tune your recruitment process.
Those job descriptions you wrote pre-freeze? They might need a refresh to reflect any changes in roles or company structure.
Use the lessons you’ve learned during the downtime to adjust your interview processes. Ensure all your hiring managers are on the same page with new procedures.
4. Spread the word
Clear communication is key. Let your entire organization know that the hiring freeze is lifting.
Provide managers with clear guidelines on the new hiring process.
Be open about the company’s hiring strategy going forward—transparency will help manage expectations and maintain trust.
5. Stay connected with the candidates
Don’t let your hard-earned relationships go cold. Keep in touch with your top candidates, even if you can’t offer them a job right now.
Be honest about the freeze, but also share industry insights and career advice. This will build trust and keep them engaged for future opportunities.
6. Polish your talent pool
Now’s the perfect time to organize and refresh your candidate database.
Update skills assessments, add new potential hires, and make sure you’re ready to hit the ground running when hiring resumes.
7. Boost your employer brand
While you can’t hire, you can still showcase why your company is a great workplace. Create content that highlights your company culture and values.
Engage with potential candidates on social media. This groundwork will pay off when you’re back in hiring mode.
8. Upskill yourself
Use this downtime to level up your skills. Take certification courses on the latest recruiting trends, like AI in hiring or diversity recruitment.
Attend recruitment events and stay on top of industry best practices. Your future self will thank you.
9. Lend a hand to HR
Your skills are valuable beyond just hiring. See how you can support other HR functions, like employee engagement or retention strategies.
It’s a chance to broaden your expertise and demonstrate your versatility.
10. Crunch the numbers
Dive into your recruitment metrics. What can past hiring data tell you about areas for improvement?
Use this time to develop strategies that will enhance your time-to-hire and quality-of-hire when recruitment picks back up.
Frequently asked questions
1. How long does a typical hiring freeze last?
There’s no one-size-fits-all answer here. The duration can vary widely, from a few weeks to several months or even longer.
It really depends on the specific reasons for the freeze and your company’s situation.
Keep in touch with your leadership for the most up-to-date information.
2. Can I still recruit for critical positions during a freeze?
It’s possible but not guaranteed.
Some organizations do allow exceptions for crucial roles, but this typically requires high-level approval.
If you have a position you believe is essential, make a strong case to your leadership about why filling this role is vital, even during the freeze.
3. How should I communicate the freeze to candidates in my pipeline?
Honesty and transparency are key. Explain the situation clearly, express your genuine interest in keeping in touch, and provide a realistic timeline if you can.
Something like: “We’re currently in a hiring freeze, but we’re very interested in your profile. While I can’t give an exact date, I’d like to keep you updated on our status. Is it okay if I check in with you periodically?”
4. Will a hiring freeze affect internal promotions?
This can vary by organization. Some freezes only impact external hiring, while others may also pause internal movements.
It’s important to clarify this with your HR leadership. Even if formal promotions are on hold, you might still be able to help with lateral moves or expanded responsibilities.
