How To Hunt for Talents in the Layoffs Era

Last years, numerous companies across diverse sectors resorted to laying off employees due to the economic repercussions of the pandemic and the looming specter of a widely discussed recession.

The quest for talent has taken on a new urgency. In this era where companies face the dual challenge of navigating economic downturns and seeking to bolster their teams, the process of talent acquisition has evolved into a strategic imperative.

In this blog post, we’ll explore the strategies essential for effectively hunting for talent amidst the layoffs era.

What Is Happening at the Labor Market Now?

In 2023, there were approximately 605,000 announced layoffs, marking a staggering 198% increase from the previous year, making it the most severe job-trimming period since the Great Recession of 2009. However, in 2025 situation is much better:

According to the OECD 2025 report, employment and labor force participation are at record highs. The OECD employment rate is 70.3%, and labor force participation is 74%, with 13 countries reaching all-time highs, including France, Germany, and Japan.

Employment is highest in Switzerland, the Netherlands, and Iceland (above 80%) and lowest in Türkiye (55.2%). Luxembourg and Chile saw the biggest declines, while Costa Rica had the largest increase.

The gender gap remains large. 67.1% of women and 81% of men are in the labor force. The biggest gaps are in Türkiye and Mexico (over 30 percentage points), while Estonia, Finland, and Sweden have the smallest (under 3 percentage points).

Unemployment is stable at 4.9% in the OECD. In December 2024, it was 4.1% in the U.S. and 6.7% in Canada. The EU (5.9%) and Euro area (6.3%) have had record-low unemployment for four months.

In 2025, there are companies actively seeking to bolster their workforce, keen on filling vacant positions with suitable candidates. According to research conducted by Jobvite, 86% of talent practitioners, including HR decision-makers and recruiters, hold an optimistic outlook regarding the future of recruiting and talent acquisition.

So, currently, when there are many talented candidates on the job market, companies might be tempted to hastily onboard any available candidates who meet the basic job criteria. However, this approach may not always yield optimal results. Instead, considering the peculiar dynamics of the current hiring landscape—where there is a demand for talent amidst widespread layoffs—companies would be wise to conduct thorough evaluations and judiciously select candidates, even in the presence of surplus resources. How to do this correctly? We’ve prepared a list of effective strategies.

Strategies for Effectively Hunting for Talent in the Layoffs Era

Utilize talent pipelines and reconnect with former candidates

You can initiate your talent search by revisiting their talent pipelines within the ATS. These pipelines contain valuable information about past candidates who have previously expressed interest in the organization or have been deemed qualified for specific roles. By revisiting these pipelines, you can identify potential candidates who may have been impacted by recent layoffs and are now actively seeking employment.

Once potential candidates have been identified from the talent pipeline, reach out to former candidates to gauge their current employment status and interest in new opportunities. This proactive approach not only accelerates the recruitment process but also strengthens relationships with candidates who have already demonstrated their potential fit for the organization.

Understand the needs and expectations of the future workforce

This step is crucial for successful talent acquisition. One significant shift lies in the increasing demand for work-life balance, especially among Millennials and Gen Z employees. Flexibility and personal fulfillment are prioritized alongside career advancement. Employers who adapt by offering flexible work arrangements, such as remote options or flexible hours, stand a better chance of attracting and retaining top talent.

Additionally, the emphasis on company culture and values is growing. Prospective employees seek organizations that resonate with their beliefs and principles. Employers committed to fostering positive and inclusive work environments are more likely to secure and retain top talent.

Focus on new job roles and titles

The rapid evolution of the job market introduces new job titles and skill demands that employers must navigate to remain competitive. Roles such as data scientist, UX designer, and social media manager have gained prominence in recent years, reflecting the demand for specialized expertise in fields like data analytics, user experience design, and digital marketing. To attract candidates with these sought-after skills, employers must accurately define role expectations and showcase growth prospects within the company.

When searching for skilled candidates, for example, through LinkedIn, don’t limit yourself to the exact names of job titles.

• Skill-based search:

Rather than narrowing your search based on specific job titles, utilize skill-based search criteria to identify candidates who possess the desired competencies. For example, if you're seeking a candidate with expertise in data analysis, search for relevant keywords such as "data analytics," "data visualization," or "statistical modeling."

• Keyword optimization:

Optimize your job postings and search queries with relevant keywords to attract candidates with the right skill sets. Incorporate industry-specific terms, technical proficiencies, and soft skills that align with the role's requirements. This increases the visibility of your job postings and ensures they resonate with qualified candidates.

• Flexibility in job descriptions:

Maintain flexibility in your job descriptions to accommodate candidates with diverse backgrounds and skill sets. Instead of rigidly adhering to predetermined job titles, focus on outlining the key responsibilities, qualifications, and desired outcomes of the role. This encourages a broader range of qualified candidates to apply and increases the likelihood of finding the perfect fit for your organization.

Restructure the application process

When faced with a surplus of candidates applying for a vacancy, restructuring the job pipeline to incorporate additional screening measures can help filter out unqualified or disinterested applicants. One effective strategy is to include a short test task as part of the initial application process.

Candidates who are willing to invest time and effort into completing the task demonstrate a higher level of motivation and commitment than those who simply mass-apply to multiple vacancies without much consideration.

The test task can be tailored to the specific requirements of the role, providing candidates with a practical opportunity to showcase their relevant skills and capabilities. For technical positions, this could involve solving a problem or completing a coding challenge, while for creative roles, it could be a portfolio review or a design task. Alternatively, a language test can be administered for positions that require strong communication skills.

Enhance transparency in salary ranges

In addition to broadening your search beyond specific job titles, promoting transparency regarding salary ranges can significantly streamline the candidate pool and attract candidates who align with your organization's compensation expectations.

Provide clear and detailed information about salary ranges in job postings, recruitment materials, and during initial discussions with candidates. Instead of providing a single fixed salary figure, offer a salary range that reflects the potential compensation based on factors such as experience, qualifications, and performance. This provides flexibility while still offering transparency. Also, avoid delaying salary discussions until later stages, as this can lead to misunderstandings and wasted time.

Conclusion

Thus, the layoff era presents unique challenges and opportunities for talent acquisition. To thrive in this environment, companies must adapt their strategies to attract and retain top talent effectively. You should take proactive and strategic recruitment approaches to emerge stronger and more competitive in the long term.