The Great Hesitation

The talent market continues to shift, and employers now face a new challenge: The Great Hesitation. Following the waves of the Great Resignation and the Great Reconsideration, today’s candidates are approaching career changes with increased caution. They’re taking more time to evaluate opportunities, and in many cases, choosing to stay where they are unless they see clear and compelling reasons to move. This trend presents new challenges for employers, especially in sourcing and engaging with top talent.

Here’s what companies should consider as they navigate the Great Hesitation:

1. Elevate Employer Brand and Build Trust

Candidates today are researching companies more extensively than ever before. Your employer brand is under scrutiny—candidates are looking at platforms like Glassdoor and LinkedIn to assess your company’s values, culture, and leadership. Building trust is critical in this climate. Candidates want to know that they’re joining a stable, authentic company with a strong track record.

To build this trust, organizations need to actively manage their online presence and ensure that their values and culture are visible and consistent across platforms. Engage with feedback from employees and candidates, and respond transparently to concerns. A strong employer brand can help ease hesitation by offering candidates confidence in the stability and integrity of your company.

Consider this: Are you managing your employer brand effectively? How are you communicating trust and stability to potential candidates?

2. Redefine Your Value Proposition

Compensation alone is no longer enough to attract top talent. Candidates are looking for a more holistic value proposition that includes career development, work-life balance, meaningful benefits, and an inclusive workplace culture. Additionally, candidates are hesitant to leave their current roles unless they see clear long-term benefits and opportunities for growth.

Employers need to redefine what makes their company an attractive place to work. Highlight the opportunities for professional development, flexibility, and inclusivity in your workplace. Show how your company supports employees not only in their current roles but also in their future career paths.

Consider this: How does your company’s value proposition stand out in today’s market? Are you offering candidates a compelling reason to leave their current roles?

3. Sourcing is Harder Than Ever: You’re Missing 60% of the Talent Pool

One of the biggest challenges of the Great Hesitation is that many candidates are not actively looking for new roles. In fact, companies are often only seeing around 40% of the available candidate base, meaning that a large pool of potential talent—often referred to as “passive candidates”—remains untapped. These passive candidates are typically content in their current roles and need to be persuaded that a new opportunity is worth the risk.

To overcome this challenge, companies need to develop robust sourcing strategies that actively seek out passive candidates. This involves going beyond traditional job boards and tapping into professional networks, social media, and employee referrals. Additionally, leveraging data-driven tools and technology can help identify and engage with candidates who may not be visible through traditional channels.

Consider this: Are your sourcing strategies capturing the full talent pool, or are you missing out on the majority of passive candidates? How can you engage more effectively with talent who aren’t actively applying?

4. Improve the Candidate Experience

In today’s market, the candidate experience can make or break your ability to secure top talent. Long, complicated, or disorganized hiring processes can fuel hesitation and cause candidates to walk away. Candidates expect clear communication, a smooth process, and timely responses from employers.

Improving the candidate experience involves simplifying the application process, reducing wait times, and ensuring transparency at every stage. This not only makes the hiring process more efficient but also builds trust with candidates, reducing their hesitation to move forward with your company.

Consider this: Is your hiring process efficient and candidate-friendly? What can you do to ensure a positive experience for every candidate?

5. Showcase Stability and Long-Term Growth

With the uncertainty of the past few years, candidates are now highly focused on stability. They’re less likely to take risks and switch jobs unless they’re confident in the company’s long-term prospects. This is particularly important for companies trying to overcome the Great Hesitation.

To address this, companies need to communicate their financial health, leadership stability, and growth plans clearly. Candidates want to know that they’re joining a company that has a strong foundation and a clear path forward. Highlight your company’s resilience in the face of challenges, and provide candidates with a clear view of how they can grow within the organization.

Consider this: Are you effectively communicating your company’s stability and long-term vision? How are you showing candidates that they’ll have opportunities to grow with your company?

6. Personalize the Hiring Process

A one-size-fits-all hiring process won’t work in today’s candidate-driven market. Candidates expect personalized engagement that speaks to their specific career goals and concerns. A more tailored, individual approach to hiring can help reduce hesitation by showing candidates that you’re invested in their unique journey.

Personalization starts with communication. Instead of generic emails or mass outreach, take the time to understand each candidate’s situation. Adapt your process to be flexible, whether that means offering remote interview options, adjusting timelines, or providing more touchpoints for candidates to ask questions and engage with your team.

Consider this: Are you personalizing your hiring process to meet the needs of individual candidates? How can you create a more flexible and engaging experience?

7. Foster Genuine Connections

Candidates want to feel a personal connection with the company they’re considering. This is especially true in the current climate, where hesitation often stems from uncertainty about the people they’ll be working with and the company culture. Building genuine connections with candidates can help ease those concerns and provide clarity about what it’s like to work at your organization.

Create opportunities for candidates to interact with their potential future colleagues through informal conversations, team meetups, or even virtual events. Allow them to experience your culture firsthand and build the relationships that will make them feel confident in their decision to join your team.

Consider this: Are you providing candidates with opportunities to connect with your team and experience your culture? How can you foster more meaningful interactions during the hiring process?

Master the Evolving Talent Landscape

The Great Hesitation has changed the way candidates approach career moves, making it harder for employers to quickly secure top talent. To succeed in this evolving landscape, companies must take a more proactive, personalized, and transparent approach to recruitment. By elevating employer branding, refining value propositions, improving sourcing strategies, and offering candidates a smooth, personalized experience, companies can overcome hesitation and attract the right talent—even those who aren’t actively looking.

Understanding the concerns driving today’s candidates and adjusting your hiring strategies to meet their expectations is key to navigating this new era of talent acquisition. By focusing on trust, stability, and building genuine connections, companies can not only attract talent but build stronger, longer-lasting relationships with future employees.

TalentWyze is here to help you overcome the Great Hesitation. Our holistic approach to Talent Acquisition ensures that companies not only attract top talent but also build lasting relationships with candidates. From refining employer branding to optimizing candidate experiences and strengthening sourcing strategies, TalentWyze provides the expertise you need to stay competitive in today’s job market. Let's have a conversation.