Tag Archive for: Talent Pipeline

How to Ensure Your Talent Pipeline Is Always Full

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Many companies are struggling with a shrinking labor pool. Between retirees, low birth rates, and low labor force participation, finding skilled professionals is becoming increasingly challenging. This means many are turning to contract workers to fill in skills gaps. Maintaining a robust talent pipeline is essential if you want to ensure productivity and see your company grow. While figuring out how to create a robust talent pipeline is a daunting prospect on the surface, particularly if you have recently had trouble finding high-quality candidates, there are things you can do to increase the size of your talent pool.

Here’s how to get started.

1. Create an Employee Referral Program

When you need to bolster your talent pipeline, your current staff is a valuable resource. In most cases, they will only refer candidates they believe can do the job well, as any referral is a reflection on them as well. Additionally, if they enjoy working for you, they will be happy to let members of their network know about opportunities, which can give you access to passive job seekers. Make sure to inform your workers whenever there is a vacancy and give them a mechanism for making recommendations that is outside the traditional hiring process. This encourages their participation and ensures that referred job seekers are examined quickly and efficiently, increasing the odds you’ll be able to land top talent.

2. Revamp Your Application Process

A long application is guaranteed to chase some skilled job seekers away. Most won’t sit around to complete an application that takes more than a few minutes, especially if they are asked to repeat certain steps. Asking a candidate to submit a resume and record that information in another section of the application is frustrating, so adjust your process to only need one form of input. Similarly, don’t use too many essay questions during the first phase, as multiples may cause some job seekers to drop out of the process. Make sure your application process is mobile-friendly, allowing candidates to apply from their smartphones. Many job seekers use their phones to manage their search, so this will be a welcomed update. Finally, give interested professionals a way to submit their resume even if there isn’t a current opening that matches their skills. This can increase the size of your talent pipeline, allowing you to reach out when a suitable opportunity comes available.

3. Build Relationships with Potential Candidates

Building relationships with potential candidates is key to ensuring your talent pipeline remains strong. Attend industry events and meet-ups to connect with skilled professionals in person. Consider hosting an open house event to meet new candidates. Use personalized communication, like tailored emails or calls, to show genuine interest in their expertise and career goals. Check in with them regularly to stay updated on their availability and aspirations. By fostering these connections, you create a network of talented individuals ready to bring value to your team when the opportunity arises.

4. Build a Strong Employer Brand

Top talent wants to know what it is like to work for a company before they apply. They often seek out information on social media to learn about the organization, so make sure you are making a strong impression on your target group. Share details about your culture openly, discuss innovative developments, and talk about new technologies you are integrating. Make sure the posts provide value to the reader and aren’t just sales pitches, as those have the biggest impact.

5. Partners with Recruitment Specialists

Partnering with recruitment specialists is a powerful way to keep your talent pipeline full. These experts have access to unique candidate pools that many employers can’t easily reach, including passive job seekers and niche professionals with specialized skills. Their extensive networks and databases allow them to connect you with top talent who might otherwise go unnoticed. Additionally, recruitment specialists excel at matching candidates to roles efficiently, leveraging their expertise to understand both your company’s needs and the candidates’ strengths. This ensures a smooth hiring process and builds a pipeline with high-quality candidates ready to contribute to your team.

Building Your Team Together

By using the tips above, you can make sure your talent pipeline remains full. If you’d like to learn more, the team at Award Staffing can help. Contact us to discuss your hiring goals with one of our recruitment specialists today and see how our hiring expertise can benefit you.

Preparing for the Next Wage Surge: Why Mid-Level Roles Will Drive Compensation in 2025

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Across industries, employers are feeling the aftershocks of rapid hiring shifts and wage pressures that began in 2021–2022. During that period—often referred to as the “Great Resignation” or the entry-level wage surge—companies scrambled to attract new or returning workers with higher wages and increased benefits, straining budgets and throwing workforce planning off balance. Now, as we move toward 2025, a new wave of competition is poised to emerge, this time focused on employees with two to three years of experience.

This blog post offers a deep dive into why mid-level hiring is primed to dominate the 2025 labor market, how this shift echoes the entry-level wage surge from a few years ago, and what employers can do today to stay ahead of the game. From the need for more proactive compensation structures to the broader challenges posed by a persistent talent shortage, we’ll explore the steps organizations can take now to ensure they aren’t caught off guard. If you’re looking for a strategic roadmap to navigate the mid-level talent crunch, read on.

The 2025 Hiring Landscape: A Shift Toward Mid-Level Talent

A Pronounced Spike in Demand

As organizations refine their post-pandemic operations and gear up for 2025, forecasts reveal a clear trend: job openings for positions requiring two to three years of experience are set to surge. While 2021 saw broad-based hiring needs at entry-level, mid-level, and senior positions, 2025 projections highlight a more concentrated demand for mid-level professionals. The reasons are multifaceted:

A. Operational Complexity
Companies have accelerated their digital transformations, implemented new technologies, and sought ways to optimize processes. Mid-level employees bring enough experience to jump into these transitions with minimal onboarding, yet are not as costly or specialized as senior-level hires.

B. Post-Pandemic Adjustments
Many employers spent 2021–2022 backfilling positions left vacant by the Great Resignation. That wave of hiring introduced a large cohort of entry-level employees who have since gained valuable experience. As these workers graduate into mid-level roles—or as new openings demand that immediate level of experience—companies find themselves competing for the same talent pool.

C. Limited Internal Pipelines
In some organizations, development programs heavily emphasize either entry-level onboarding or senior leadership mentoring, leading to a dearth of structured mid-level progression paths. As a result, many hiring managers now look externally, which increases competition for a finite group of mid-level candidates.

This confluence of factors sets the stage for a significant uptick in mid-level hiring. And, as with most tight labor markets, when demand outstrips supply, the first pressure point is compensation.

The Repeat of Wage Pressure: Lessons Learned from 2021–2022

Echoes of the Entry-Level Surge

In 2021–2022, we saw employers vying for entry-level workers in an unusually tight market. The result? Rapid wage growth, costly turnovers, and recruitment processes stretched to their limits. Fast-forward to 2025, and the pattern is similar—but the target has changed. Rather than looking for new graduates or individuals returning to the workforce after pandemic-related disruptions, companies are now laser-focused on workers with two to three years of experience.

Why Wages Will Rise for Mid-Level Roles

A. Converging Employer Needs
Multiple industries—retail, warehousing, logistics, tech, healthcare—are simultaneously identifying mid-level expertise as their top priority. This convergence amplifies wage inflation because it pits more employers against each other for the same group of candidates.

B. Budget Corrections
In 2021–2022, many organizations were caught by surprise when they had to dramatically raise entry-level wages within short timeframes. Having learned a lesson, most are now budgeting more cautiously. Even so, rapid market changes may force them to increase mid-level pay faster than planned to stay competitive.

C. Supply-Demand Imbalance
Where entry-level candidates can be found through robust campus recruiting or apprenticeships, mid-level professionals are less plentiful. They already occupy positions, they have been trained elsewhere, and they are aware of their market value—making them more confident in negotiating better pay or benefits.

In many respects, this mid-level wage surge is a carbon copy of what happened at the entry level, but with potentially bigger implications. Mid-level employees are often the backbone of day-to-day operations, making the consequences of unfilled roles or high turnover even more pronounced.

Key Employer Implications: From Competition to Compensation

1. Intensifying Competition for Mid-Level Talent

Mid-level workers have enough experience to hit the ground running but are still cost-effective compared to senior leaders. As a result, competition for these candidates in 2025 will likely reach new heights. Employers that lag behind in compensation, flexibility, or career development opportunities risk:

-Longer Vacancy Periods
Key roles sit empty for weeks or even months, stalling projects and placing heavier workloads on remaining staff.

-High Turnover
Existing mid-level employees may be poached by competitors offering higher pay or more attractive benefits.

2. Ripple Effect on the Entire Compensation Structure

When wage inflation hits any part of the workforce, it rarely stays confined to that slice for long. If mid-level salaries see a spike:

-Pay Compression
New mid-level hires might earn wages comparable to or even exceeding some of the longer-tenured staff or even certain senior roles. This can create resentment and morale problems.

-Upscale Adjustments
To maintain internal equity, employers may have to revisit pay scales for both entry-level and senior roles, further straining budgets.

3. Learning from 2021–2022: Proactive vs. Reactive Approach

The entry-level crisis of 2021–2022 revealed that a reactionary stance—scrambling to raise wages and reallocate budgets only after the market had already shifted—led to significant financial and operational disruptions. Organizations that don’t want a repeat should emphasize:

-Proactive Budget Forecasts
Incorporate mid-level wage increases into 12–18-month financial plans.

-Non-Wage Incentives
In a highly competitive labor market, benefits like flexible scheduling, remote work options, professional development, and clear career pathways can help employers stand out without excessively ballooning wages.

-Internal Talent Development
By cultivating and upskilling entry-level employees, companies reduce their reliance on external candidates who can command premium wages.

The Broader Talent Shortage: Why Mid-Level Pressure Will Intensify

1. A Structural, Not Temporary, Issue

It’s important to view the 2025 mid-level wage surge as part of a larger puzzle: the ongoing talent shortage that began to crystallize in the early 2020s shows no signs of abating. Declining birth rates, shifting demographics, and changing work preferences all contribute to a tighter labor market. As we enter 2025, the scarcity of qualified talent is expected to reach an inflection point, particularly for roles requiring some experience but not necessarily a decade-long track record.

2. Fewer Workers, Greater Competition

Throughout 2021–2022, the labor market revealed just how challenging it can be to backfill even entry-level positions in a shrinking workforce. In 2025, those challenges look to repeat, but at a higher skill level. The implications:

A. Workers Have More Leverage
Job seekers—or even those not actively looking—realize their unique position in a market where demand surpasses supply, leading to greater bargaining power.

B. Higher Turnover
Current mid-level employees who don’t feel adequately compensated or recognized may jump ship, adding to the churn and further constricting the talent pool.

3. Mid-Level Roles as the New Bottleneck

Historically, the focus has been on either plugging gaps at the entry level or seeking specialized senior talent. Now, the largest bottleneck lies in the mid-level category. Here’s why:

A. Experience Gap
Two to three years of solid, relevant experience doesn’t develop overnight. While entry-level can be hired and trained, mid-level roles require past exposure to job responsibilities, tools, and challenges—exposure that isn’t instantly scalable.

B. Business Continuity
Mid-level employees often provide critical day-to-day oversight, manage junior staff, and coordinate essential tasks. When these roles go unfilled, the entire organization feels the strain more acutely than if an entry-level position remains vacant.

4. The Ever-Widening Skills Gap

Beyond simple headcount shortages, the market also grapples with a growing skills gap. Employers increasingly require candidates to be “job-ready”—familiar with specific software, project methodologies, or industry regulations—right from the start. This heightened skill expectation is especially acute for mid-level roles.

A. Upskilling and Reskilling: Companies investing in training programs for current entry-level employees can develop a pipeline of competent mid-level staff.

B. Limited Tolerance for Long Onboarding: Many employers are reluctant to spend months training new hires in specialized tasks, especially when deadlines loom. Thus, they compete for the smaller group of already-proficient workers.

5. The Long-Term Talent Crunch

Unfortunately, these issues won’t resolve themselves. Over time, employers may face:

A. Increased Turnover Costs
Mid-level staff know their worth and are courted by multiple organizations, leading to higher turnover and additional recruitment costs.

B. Project Delays
Shortages in key roles can stall product launches, reduce service levels, and force organizations to scale back growth plans.

C. Strained Internal Culture
Rapidly rising wages for new hires can cause friction with existing employees, especially if internal pay scales don’t keep pace.

Strategic Responses: Mitigating the 2025 Mid-Level Wage Surge

1. Rethink Talent Acquisition

Conventional recruitment strategies may fall short in a market as tight as 2025’s. To stand out and fill mid-level roles, consider:

-Expanding Talent Pools
Look beyond conventional pipelines by engaging with career-switchers, professionals returning to the workforce, or people in adjacent industries whose skills can transfer with moderate training.

-Apprenticeships, Co-ops, and Partnerships
Forge relationships with trade schools, community colleges, and universities to cultivate a “farm system” that feeds mid-level roles over time.

-Targeted Outreach
Use advanced sourcing tactics, including AI-driven resume review tools, social media campaigns, and targeted community initiatives, to reach passive candidates who aren’t actively job hunting.

2. Leverage Technology and Automation

Automation can relieve some of the pressure by reducing the need for human intervention in routine tasks. By freeing your mid-level employees from monotonous work, you allow them to focus on high-value projects, potentially reducing the total number of mid-level hires needed.

-Automate Repetitive Processes
From data entry to basic customer service interactions, automating tasks can help existing staff manage heavier workloads without immediately needing more headcount.

-AI-Powered Candidate Screening
AI can streamline recruitment, quickly sifting through applicant pools to identify candidates with relevant experience. This cuts down on time-to-hire and helps match the right candidate to the right role faster.

3. Strengthen Your Employer Brand and Culture

In a wage war, compensation is critical, but it’s not the only game in town. Culture, career trajectory, and organizational values matter, especially to mid-level professionals who have enough experience to be selective about their next move.

-Showcase Meaningful Work
Emphasize projects that have tangible impact or social value. Mid-level candidates often want to see how their efforts contribute to the bigger picture.

-Offer Flexibility
Remote, hybrid, and flexible work arrangements remain highly attractive, especially for employees juggling responsibilities at work and home.

-Promote a Positive Work Environment
A strong culture of mentorship, collaboration, and recognition can set your organization apart. Mid-level employees, in particular, value leaders who help them develop and advance.

4. Build Robust Internal Pipelines

One of the best buffers against external wage pressures is to develop talent in-house. The 2025 mid-level shortage makes it more crucial than ever to:

-Fast-Track Entry-Level Employees
Identify high-potential entry-level staff early. Provide them with skill development, mentorship, and progressive responsibility so they’re ready to step into mid-level roles when openings arise.

-Cross-Training and Job Rotation
Giving employees exposure to different functions can broaden their competencies, making them more adaptable for mid-level opportunities that open up in various departments.

-Succession Planning
Map out the progression routes within your organization, ensuring you have a steady pipeline of employees prepared to move into mid-level and senior roles over time.

5. Adjust Compensation Structures Strategically

With wage spikes looming, it’s essential to revisit how your organization sets and revises compensation:

-Conduct Comprehensive Wage Audits
Benchmark your mid-level salaries against industry standards. Understand whether you’re lagging, matching, or leading the market.

-Develop Tiered Pay Scales
Consider broadening pay ranges for mid-level roles to accommodate anticipated wage growth. This helps avoid constant band-aid raises and promotes transparency.

-Incorporate Variable Pay Elements
Performance bonuses, profit-sharing, or project completion incentives can offer a middle ground between base pay stability and the need to reward strong performance in a competitive market.

Taking Action Before the 2025 Crunch

The lessons from the 2021–2022 entry-level wage surge are still fresh: organizations that recognized the trend and acted proactively minimized disruptions, while those that took a wait-and-see approach found themselves racing to react as wages skyrocketed and labor became scarce. Now, as we approach 2025, a similar scenario is unfolding—only this time, the focus is on mid-level talent with two to three years of experience.

Employers must recognize that this isn’t a short-term or easily reversible phenomenon. Demographic shifts, an aging workforce, and changing employee expectations have all contributed to a persistent, structural talent shortage. The data is clear: demand for mid-level skills will spike, and wages will almost certainly follow suit. Ignoring these signals could leave businesses scrambling again, risking project delays, morale issues, and unplanned budget overruns.

The upside is that forward-thinking organizations have a window of opportunity to prepare. By:

  1. Forecasting mid-level wage increases and integrating them into budget plans,
  2. Strengthening non-wage benefits to attract and retain talent without overextending on base compensation,
  3. Investing in internal talent pipelines to cultivate the next generation of mid-level professionals, and
  4. Embracing flexibility and a strong employer brand,

you can position your organization to thrive despite the labor market pressures ahead.

Ultimately, success in 2025—and beyond—will hinge on an employer’s willingness to adapt to changing dynamics rather than react to them. That means building a foundation of competitive compensation, a supportive culture, and a proactive approach to career development. The next wage surge is coming; whether it disrupts your operations or becomes an opportunity to innovate and stand out depends on the steps you take right now.

By treating the expected mid-level crunch as a catalyst for strategic planning rather than a crisis to be managed in haste, organizations can safeguard themselves against the worst shocks. The time to act is now. Will you be ready for the new year? Check out our services to see how we can help.

5 Ways to Overcome Hiring Slowdown

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Whether you’re an HR professional or a hiring manager, there’s no denying that hiring slowdowns can be a real pain. When high interest rates come into play, the hiring process can become a more difficult task. Investing time now in improving your hiring process and talent pipeline will pay off in the long run. By doing so, you’ll be ready to hit the ground running when the market does turn over again.

In this post, we will share 5 steps to overcome hiring slowdowns that will set you up for success.

1. Gather Info

Staying informed during a hiring slowdown can empower you to navigate this challenging period more effectively. With a comprehensive understanding of the current state of affairs, you’ll be able to rightly identify growth sectors, pinpoint potential opportunities, and adapt your approach accordingly.

The initial step is to gather information, which is crucial for gaining perspective and devising a plan for the present and future. Consider your current actions, the prevailing hiring trends in your industry, and whether other similar companies are also experiencing the same situation. By assessing the current scenario, you can strategize and combat the slowdown effectively.

Gathering information, thus, isn’t just about gaining knowledge; it’s about staying proactive, keeping your spirits high, and creating a strategic roadmap for your future. It’s about transforming a period of uncertainty into a time of potential growth and development.

2. Process Improvement

Now that you’ve ascertained the situation, you can start to develop process improvements. Process improvement becomes incredibly valuable during a hiring slowdown, acting as a catalyst for enhancing efficiency and productivity within the existing workforce. It’s an excellent opportunity to streamline operations, eliminate bottlenecks, and reduce redundancies which ultimately results in cost savings and improved quality.

Begin by conducting a comprehensive audit of the current processes to identify areas of improvement. Follow this up with brainstorming sessions involving key team members for innovative solutions. Once the improved process is designed, implement it in a controlled environment to test its effectiveness. Lastly, gather feedback and make necessary adjustments before rolling it out on a larger scale. Remember, the goal is not just about surviving the slowdown, but thriving amidst it by empowering your workforce to perform at their best. This will also prove beneficial in the future when things pick up again.

3. Invest in Your Team

Upskilling can be an excellent approach to fighting hiring slowdowns. Investing in current employees through training and development will help them stay up to date, become more productive, and prepare them for future job-related developments. This also reduces high turnover as the employees feel valued. By investing in your team, you’ll have a skilled workforce to guide you.

One significant way to invest in your team is by providing regular training sessions. These can be in the form of workshops, seminars, or webinars that enhance their existing skills and introduce them to new ones. Consider bringing in industry experts to share their knowledge or use online learning platforms to facilitate the process.

Cross-training is another excellent way to invest in your employees. It allows team members to understand various job roles within the company, fostering a sense of empathy and teamwork while also expanding their skill set.

Remember, investing in your team is a win-win situation. Your employees gain new skills and opportunities for growth, while the organization benefits from a more knowledgeable and capable workforce.

4. Build a Talent Pipeline

Building a talent pipeline is a strategic approach to overcoming hiring slowdown. It involves cultivating relationships with high-potential candidates for future opportunities, even if there are no current vacancies. By establishing a pool of qualified candidates, hiring managers can speed up the recruitment process when vacancies do occur, mitigating the impact of a hiring slowdown.

Maintain regular communication with potential candidates through social media, career fairs, and networking events. Even if you’re not actively hiring, keep the company’s brand visibility high to attract top talent. Encourage your existing employees to refer potential candidates, as they are often your best advocates.

Developing a robust talent pipeline can significantly ease the pressure caused by a hiring slowdown, equipping you with a ready pool of potential hires when the market bounces back. Remember, planning now will save you valuable time and resources in the future, allowing your business to bounce back quickly post the hiring slowdown.

5. Refine Your Hiring Process

During a hiring slowdown, it’s an excellent opportunity to refine your hiring process. Rather than viewing it as a period of stagnation, you can use this time to make your hiring strategies more efficient and effective. Review the performance of your previous recruitment campaigns, identifying areas of success and places where there’s room for improvement. Consider tightening your timeline from application to hire to keep things running smoothly and efficiently. There is nothing worse to applicants than when the hiring process gets drawn out. Use this time to update your onboarding process to ensure a smooth transition for your new hires. Remember, a slowdown is not a stop – it’s a chance to gear up and improve.

Prepare For the Future

Hiring slowdowns caused by high interest rates are just a phase that every company experiences. These periods are opportunities to improve the recruitment process and invest in current employees, ensuring that the workforce is prepared for any future challenges. You can consider restructuring your budget, and prepare for the future by analyzing what is working now to create strategies that will keep top talent engaged with your organization. Approach this challenge by being positive and proactive; finding new strategies to keep the organization moving forward. Let our knowledgeable team guide you during uncertainty. Check out our services to learn more.