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How recruiters can stand out in a candidate-driven market


The pandemic has had a direct impact on the hiring process since it has transformed workplace culture and the places where we work. Despite the effectiveness of more traditional tactics like the manual search for talent, modernizing your recruiting strategies can help you stand out in a candidate-driven labor market. 

What is a candidate-driven market?  

In a candidate-driven market, job seekers and candidates have the upper hand. While companies are competing for top talent to drive their businesses, candidates can control higher salaries, better benefits, and other negotiables. 

What is an employer-driven market?

An employer-driven market is led by employers who have the upper hand. When unemployment is high, jobs are scarce, and there is an abundance of qualified candidates to choose from, employers have the advantage of offering lower pay, stricter schedules, and can get great talent at a bargain. 

What is the current market?

The pandemic has inevitably sparked ‘The Great Resignation.’ Due to a mass exodus of employees, job vacancies have influenced companies to reconsider the way we work. As a result, the transition from an employer-driven market to a candidate-driven market has been a current, ongoing trend. 

Suggested resource on talent hunt: How you can uncover opportunities in the new talent landscape

How can you stand out?  

Revise job descriptions  

  • Rule out years of experience: If you are still putting “must have 10-20 years of experience” in your job description, you’re going to have to reconsider. Now that Generation Z has entered the workforce, you will need to revise your job description expectations. Your idea of an ideal candidate will need adjustment if you want to score candidates with potential, the right skills, and the ability to adapt to fill those roles. 
  • Make your descriptions gender-neutral: Not only will you need to revise your experience expectations, but you will need to comb through your description for any terms that are not gender-neutral. Including superlatives like an expert, or superior, typically discourage female candidates who are more collaborative than competitive in nature. Not to mention, there are still job titles with -man- in them that subconsciously dissuade female candidates as well. Instead of using job titles such as, “salesman” or “assemblyman,” revise it to salesperson or assembly member for better results. 
  • Limit the number of requirements: Of course, you should outline the fundamental qualifications for a role, but be flexible. Instead of stating “must-haves,” transition them to “nice-to-haves.” Why is this change necessary? According to the Harvard Business Review, research shows that women don’t apply for jobs unless they are 100% qualified, while men will still apply after meeting 60% of the requirements. In other words, you could potentially miss a large pool of qualified candidates by avoiding this change. 
  • Make diversity and values visible: Express your company’s values and commitment to equality and diversity. This allows you the opportunity to attract more diverse, qualified candidates, while also meeting your DE&I requirements. Candidates are not just concerned about the job itself. Equal pay and work culture inclusivity are also key factors in a candidate’s decision. 

Enlist expert help

For job roles that are hard to fill, sometimes you just need extra help. Enlisting professionals to assist in your recruiting takes the stress out of the process, while still allowing you to stand out from the crowd. Implementing recruiting services like Arya can help you get there. Arya helps recruiters get guaranteed quality candidates for jobs that are hard to fill fast. You’ll need this ai recruiting tool to promote a job, find top talent, and engage and qualify candidates for more demanding roles.

Personalize your recruiting  

  • Be transparent early on: Informing candidates about the company, industry, expectations, and salary range upfront will save you wasted time and ignored messages. Remember, you are in a candidate-driven market. Candidates seeking the best roles in a short timeframe are going to need more information early in the process. When candidates feel like they need to pull information out of an employer, it’s a surefire way of getting them to quickly lose interest in the role. 
  • Keep candidates informed: Notifying candidates that their talents might be better suited to a different role is helpful, even if the current role isn’t fit for all of them. Not only does this give them the opportunity to apply for better-suited roles, but you save time hunting for prospects. This is because you will already have talent for the next position that is perfectly up their alley. 

Be efficient

Juggling candidates and job-board hopping is not the most efficient way to get top talent. Moreover, you’re spending a significant amount of time with lackluster results. Integrating Arya Quantum into an Applicant Tracking System (ATS) to consolidate your sources, makes recruiting more efficient and seamless. You will be able to see all your candidates in one list, with the ability to sort and filter and reach out on time. This is especially important for those urgent roles that need to be filled. Recruiters who communicate quickly and decisively often have an advantage over those who contact out days, or even weeks later. In other words, if you snooze, you lose!

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As the current market continues to remain candidate-driven, recruiters must adapt and stand out now, more than ever. In a sea of competitive recruiters, revising job descriptions, personalizing your recruitment approach, using recruiting services, and deploying ATS can help you stand out. 


  • https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified

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