Experts advise: how to attract employees in a tight labor market?

Summer is not only a holiday season but also a time of challenges for employers. Some employees are on vacation, while others decide to change jobs. Recruitment and selection specialists are sounding the alarm: according to international data from ManpowerGroup, every seventh manager globally is struggling to attract suitable employees.

“This is a common problem in Lithuania – from experience, we see it is becoming increasingly difficult to attract the right talents. Due to misconceptions that warm weather is a bad time for recruitment, some companies pause their hiring. However, summer is a great opportunity to prepare the bait, cast the fishing rod, and gain a competitive advantage in the talent hunt. Despite the talent shortage, research also shows that more than a third of employees (35%) worldwide plan to change jobs in the next six months,” shares Denis Tarasenkov, Client Partner at ManpowerGroup Lithuania.

There is no universal bait

Attracting the best is like catching the biggest fish of your life. You need both the right strategy and preparation, says D. Tarasenkov. According to him, even with modern tools, many employers still rely on outdated methods, ignoring market changes. Job ads are written using the same template, only major platforms are used, and employer branding is neglected.

“Every candidate is different. One cares about salary, another about flexibility, and a third about a meaningful mission. If the job ad sounds like it fits everyone, it will reach no one. Therefore, the talent attraction strategy must be tailored to the target audience. For example, hunting talent in the IT sector will use tools similar to those for searching in communications or marketing, but they definitely will not be identical. Just like fishing in a lake or a river – you need a rod and bait in both, but the tools differ depending on the body of water. Likewise in talent search – you need to adapt the same tools to the specific area. There is no universal bait, and talents in today’s market are not so desperate that they would bite on just anything,” comments D. Tarasenkov.

What mistakes do employers most often make?

“Attracting talent is becoming more complicated, but many employers still do not change – they act inertly, without understanding the needs and behavior of candidates. They forget that modern professionals choose not only a job but also what the organization itself stands for. ManpowerGroup studies show that 80% of employees choose employers whose values match their own, and even 56% choose based on how the employer communicates and develops company culture. If a company does not communicate its values, culture, and mission, they should not expect to attract the best candidates,” states D. Tarasenkov.

According to him, successful talent attraction today is impossible without a clear employer identity and an emotional connection with candidates. Organizations that can show what makes them unique, what their vision is, and how they care for people gain a solid advantage in a competitive labor market.

What to do to make talent “fishing” successful?

“Currently, personalized and direct communication with candidates works best. Employee ambassadorship is also becoming more important: authentic sharing, reviews, involvement in communication often work better than any advertising. Moreover, more and more companies are turning to internal recommendation networks – where employees themselves recommend suitable candidates. Such people are often more motivated and fit better into the organizational culture. Our global group’s research shows that internal recommendations on average ensure 25–40% higher employment chances compared to other candidate search channels,” notes D. Tarasenkov.

Based on local and global recruitment practice, Manpower Lithuania experts have compiled a list of key actions to help employers become more visible and attractive to talents:

1. Prepare the bait: the job ad should be aimed at a specific audience.

An IT specialist and a sales manager will respond to different emphases. ManpowerGroup data show that those working in IT usually prioritize professional growth, while in customer service or sales positions – flexibility, stability, and clear pay structures. You must talk about what is interesting to the candidate you want to reach.

• Offer tasty bait: openly communicate about pay and benefits.

Candidates value transparency – clearly stated salaries and all additional benefits, such as training, health insurance, extra vacation days, or even the option to bring a pet to the office, increase trust. The data confirms this – 70% of candidates expect the company to specify benefits in advance, according to the ManpowerGroup “New Human Age” survey.

• Showcase your pond’s beauty: reveal the company culture.

Authentic communication about the work environment, values, and the team creates a first impression about the employer even before a candidate sends their CV.

ManpowerGroup’s Well-Being Index shows that employee well-being is increasingly determined not only by working conditions but also by meaning, values, and balance. As many as 82% of respondents feel their work has at least some purpose or meaning, 74% say they are at least partially connected to the company’s vision and values, and the index itself has reached a level of 67% – indicating that value alignment and work consistent with personal life are becoming top priorities.

• Make it easier to bite: the application process must be simple.

Lengthy application processes and unclear steps are a common reason candidates drop out. Six out of ten candidates abandon applications simply because the process is too long or confusing. Try to make everything smooth and understandable. In 2025, candidates expect a “one-click” experience – so with every extra step, you risk losing them, not to competitors, but because of inconvenience.

• Choose the right fishing spot: use appropriate channels.

Not everyone will suit Cvbankas or LinkedIn. In the manufacturing sector, college partnerships might help; in IT, direct outreach; in niche fields – communities or forums. ManpowerGroup data shows that one in four hires happens through nontraditional channels.

• Fish at the right time: timing determines success.

The beginning of the year, early autumn, or late summer are periods when people look for change more often. Take advantage of that. For example, during summer, when everything seems to slow down, there are actually unique opportunities. While competitors are on vacation or pausing hiring, you can reach excellent candidates who are more receptive to offers during this time – less noise, so more attention to you.

• Invest in gear: job ad budgets and ambassadorship.

Sometimes a targeted, paid ad reaches more than broad, templated publicity. ManpowerGroup studies show that investing in targeted, segmented advertising attracts up to twice as many suitable candidates. Also involve employees – their recommendations are the strongest sign of credibility.

• Be patient: relationships matter more than quick results.

“Talent fishing today is not about quick results, but about relationships. Those who build connections in advance catch the best,” says D. Tarasenkov. “Even if a person declines today, a sincere relationship may lead them to come back after six months. Job searching is a mutual choice. And those who can build long-term relationships will always be one step ahead.”