Ready to learn?

Author: Amy Noland Pack

The hiring market has shifted dramatically, creating an environment unlike anything we’ve seen before. One moment, companies are flooded with applications, yet finding the right talent feels harder than ever. Highly qualified candidates aren’t necessarily applying, while unqualified applications stack up, bogging down hiring teams. Meanwhile, economic shifts, evolving candidate expectations, and unpredictable hiring freezes add even more complexity. It’s a market full of contradictions—where talent feels abundant, yet truly great hires seem harder to secure. But amidst this uncertainty, there’s an opportunity. Companies that rethink their approach—focusing on strategic hiring, a compelling go-to-market message, and proactive talent engagement—are still winning in this environment. It’s no longer just about filling roles; it’s about securing the right people who align with long-term business goals. Those who adapt will come out stronger, building resilient teams ready to thrive in whatever comes next. The Reality: More Applications, More Complexity Recent research highlights what many internal hiring teams are experiencing firsthand: Applications per hire have tripled since 2021. More people are applying, but the challenge is filtering through the volume to find the right fit. Recruiters now spend 23+ hours per week reviewing unqualified resumes. This extends hiring timelines and increases costs for internal recruiting teams. Getting from interview to offer has become more difficult. Companies are interviewing 40% more candidates per hire than in 2021 , yet competition for top talent remains intense. With hiring processes becoming increasingly complex, companies must rethink their approach to recruitment—not just to fill positions, but to ensure they’re securing the right people for long-term success. How Hiring Teams Can Adapt in a Changing Talent Market 1. Define Your Go-to-Market Strategy for Hiring In today’s competitive landscape, posting a job and waiting for the right candidate to apply isn’t enough. Companies that successfully attract top talent don’t just recruit—they market their opportunity effectively. Ask yourself: What makes this role compelling? Top performers— especially in a competitive field like Accounting & Finance —aren’t likely to leave a stable position without a strong, strategic reason. Your job opportunity needs to be more than just another open position; it must offer a unique value proposition that aligns with a candidate’s career aspirations. Why should a high-performing professional consider this opportunity? With economic fluctuations impacting job security, candidates are more risk-averse than ever. Your role must provide clear career growth opportunities, long-term stability, or a distinctive advantage over their current position. How are we positioning our company to stand out? A well-defined employer value proposition (EVP) differentiates your company from competitors. Highlight what makes your organization unique—whether it’s leadership development opportunities, company culture, or the ability to work on cutting-edge projects. By approaching hiring with a go-to-market mindset, companies can craft a hiring strategy that resonates with high-caliber professionals and ensures the right candidates take notice. 2. Focus on Quality Over Quantity A flood of applications doesn’t mean more great candidates—it often means more work sorting through unqualified resumes. The challenge isn’t just volume; it’s efficiency. To enhance hiring quality, companies should: Implement structured screening methods to highlight top talent early in the process. Avoid the "more is better" mindset—instead of focusing on the number of applications, emphasize identifying high-impact candidates who align with business needs. Use proactive search methods rather than waiting for applicants. Many of the best candidates won’t apply on their own—they need to be identified and engaged directly. Look beyond the first applicants. Many hiring teams prioritize reviewing the first resumes that come in but may overlook top talent later in the pipeline. The strongest hires often emerge through targeted outreach rather than being among the first to apply. Refining the hiring process to prioritize quality over volume ensures that companies secure the right talent instead of just filling positions quickly. 3. Proactively Engaging Top Talent The best candidate for your role may not be actively applying. Many professionals today are open to new opportunities but need a compelling reason to consider making a move. The key is ensuring that when the right person comes across your opportunity, it resonates. To engage top talent effectively, hiring teams should ask: Are we proactively identifying and reaching out to high-potential candidates? Rather than waiting for talent to come to you, leverage industry networks and talent advisory firms to pinpoint top performers. Are we positioned to “sell” our company and role effectively? The hiring process should showcase the company’s strengths, culture, and career opportunities in a way that excites candidates. How do we create a hiring experience that makes it easy for the right people to say yes? Streamlining the hiring process, reducing delays, and ensuring a seamless candidate experience increases the likelihood of securing top-tier professionals. Companies that embrace high-touch recruiting strategies—such as leveraging talent advisors, employee referrals, and direct sourcing—are better positioned to attract and secure the best candidates. 4. Nail the “Last Mile” of Hiring The final stages of the hiring process are where companies either close the deal or lose top talent. Even highly interested candidates can drop out if their concerns aren’t addressed properly. To prevent last-minute fallout: Ensure key decision-makers are involved in final interviews. Candidates often have last-minute concerns about leadership, company culture, or long-term career potential. Having influential stakeholders engage with candidates helps reinforce why this opportunity is the right move. Be proactive about compensation. Waiting until the offer stage to discuss pay and benefits can create friction. Addressing expectations early in the process ensures alignment and minimizes surprises. Close with confidence. In today’s market, top candidates aren’t overly motivated to leave a good job without a compelling reason. If uncertainty about change outweighs the perceived benefits, they won’t move forward. A hiring process that builds confidence rather than doubt is key to securing top talent. A strong hiring strategy isn’t just about attracting talent—it’s about ensuring the right candidates make it across the finish line and accept the offer. Partnering With a Talent Advisory Firm for Hiring Success With hiring becoming increasingly complex, companies gain a competitive edge by partnering with a talent advisory firm that offers more than just recruitment—it provides access to infinite resources. By combining advanced technology, proven processes, and an extensive network of top-tier talent, a talent advisory partner streamlines hiring while ensuring the highest quality placements. This strategic approach allows businesses to tap into expertise, insights, and talent pipelines that wouldn’t be accessible otherwise, enabling them to stay agile and ahead in an ever-evolving market. Through our proprietary 15-step AccruePartners Business System (ABS) , we help companies: Refine their hiring strategy to attract top-tier professionals with a compelling go-to-market message. Access exclusive talent networks beyond job boards to connect with high-performing candidates who may not be actively looking. Navigate the “last mile” of hiring by ensuring the right decision-makers are involved, proactively addressing compensation, and mitigating candidate concerns before the offer stage. Implement embedded recruitment models for long-term hiring success, ensuring consistency and alignment with business goals. Leverage contract-to-hire solutions for seamless workforce planning, providing flexibility while securing the right talent. At AccruePartners, we don’t just fill roles—we partner with companies to create a strategic hiring process that attracts, engages, and secures the best talent, even in today’s uncertain market. How is your hiring strategy evolving? Let’s Talk. A Note to Job Seekers We recognize that this market is tough. Many talented professionals are struggling to secure new roles despite strong qualifications. If you’re in this position, consider these key strategies: Tailor your application—make sure your resume speaks to impact, not just responsibilities. Leverage your network—referrals and introductions remain one of the strongest ways to land interviews. Stay persistent—the right opportunity is out there, and a strategic approach will help you connect with it.