AI has completely reshaped recruiting. We’re seeing hundreds of unqualified candidates auto-applying to every open role, while AI tools try to sort through the chaos to find your perfect match. By the time you’re actually reviewing resumes, you’re already several layers deep into automation just to get to a manageable number.
Add to that the current economy—tons of talent on the market, but lots of companies hitting pause on hiring or backfilling roles. It’s a weird moment. But here’s the thing: now is actually the perfect time for companies to get serious about your recruiting strategy.
While everyone else is waiting, you can build something better. Here are our top three tips:
1. Treat Candidate Experience Like Your Competitive Edge
Your recruitment process is a product experience. Fast responses, clear communication, respectful interactions—these aren’t nice-to-haves anymore. Candidates talk. A poor experience can haunt your employer brand for years, while a great one turns even rejected candidates into advocates. The basics matter: acknowledge applications quickly, give people real interview prep details, offer constructive feedback. Do this well, and you’ll stand out immediately.
2. Build Your Talent Pipeline Before You Need It
The best recruiting isn’t scrambling when a role opens. It’s building relationships before you’re hiring. Nurture communities through content. Engage with passive candidates on social. Maintain your alumni network. Keep in touch with impressive people who weren’t quite right for past roles. When you do need someone, you’ll have warm leads instead of cold outreach.
3. Write Job Descriptions That Actually Inspire People
Most job postings read like compliance documents. Stop that. Tell a story about the impact this role will have, the real problems they’ll solve, what makes your team different. Be honest about the challenges alongside the opportunities. And cut the requirements that aren’t actually required—research shows women apply when they meet 100% of listed criteria, while men apply at 60%. Focus on what truly predicts success.
Despite what the market looks like, candidates have options and will pass you over when they don’t get the right cultural vibes from the hiring process. These three things are simple, overnight changes that can set you apart in a candidate’s mind.
Need a recruiting strategy refresh? Skills Lab would love to help. With over 40 years of experience in recruiting and hiring, we know a thing or two about finding the right people.
Drowning in resumes? You’re not alone.
Let us handle the resume avalanche. You focus on the interviews that matter.
Ready to talk? Reach out today and let’s find your people.
by: Beth Pittman, Co-Founder, Coach & Recruiter at Skills Lab Training
