The job market doesn’t live on an island. It’s influenced by the variables that sway other impressionable elements of our lives.

The most direct comparison to the current changing job market is the 2008-09 economic downturn, a regression that left a lasting imprint on the employment landscape. The pandemic drove  the U.S. unemployment rate up to almost 15% just a month in , but needs in specific industries helped cut that figure in half within six months.

What does this all mean? Not every economic downturn affects employment in the same way, and how these changes get passed down to job candidates needs to reflect the times. When trying to figure out how to communicate with job candidates in our changing job market, keep these things top of mind:

1. Don’t make candidates find you.  The days of traditional job boards and “help wanted” ads are done. To find the proper quality of candidates, companies need to know where to find them and tailor their messaging to that platform to develop an approach for how to communicate with job candidates.

For example,  older people tend to populate Facebook  more, while  younger ones tend to distrust the platform’s content. Factor those considerations into your outreach, using comments, reviews, and social posts to communicate with candidates about job opportunities.

Your social presence should be an extension of your brand voice and relay all aspects of your corporate culture — including what jobs are available as well as an overview of the application process.

2. Adapt to modern communication styles.  Phone calls, emails, texts, chats, DMs. These days, there’s an infinite number of ways to communicate with job seekers. While someone’s age may tell you that they prefer contact through a specific social platform, they could just as quickly tell you the opposite is the case. Find out how your candidates want to connect, using that information to streamline communications.

This will help you develop a direct and rock-solid candidate communication approach that reaches candidates when, where, and how they want to be addressed.

3. Humanize your approach.  Consider the importance that user experience plays in most aspects of life. We can personalize music playlists, social media feeds, and even what we watch on television. So why shouldn’t we deliver personalized candidate experiences? This isn’t one of those new recruitment strategies, but it’s nonetheless effective.

When it comes to how to communicate with job candidates, take any opportunity available to personalize the engagement. Integrate the information you’ve collected with AI or SMS solutions to continue to connect with candidates on their preferred terms in the changing job market.

The job market is a breathing and evolving entity that doesn’t stay the same for too long. Staying agile with your pool of potential candidates will ensure you’re reaching and engaging with qualified talent ready to come work with you.

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