We asked our Communications Collaborative network— Which of the following do you believe is the most important factor in attracting top talent during turbulent times?

Here’s what we learned:

BE FLEXIBLE WITH HIRING CRITERIA (60%)

In today’s unpredictable market, rigid job requirements can narrow your candidate pool. Roles that offer flexibility, whether in criteria, responsibilities, or work style, attract job seekers looking for modern environments that allow for learning and growth.

Rather than requiring specific degrees, narrowly defined years of experience, or an exact industry match, consider:

• Transferable skills that show capability, even if the experience isn’t identical.
• Agility, problem-solving, and growth mindset over strict resume matches.
• “Nice to haves” as true extras, not essential gatekeepers.

Flexible hiring practices often attract flexible people. When companies value adaptability, they’re more likely to bring in talent that's comfortable navigating ambiguity, learning on the fly, and growing with your organization.

SHOWCASE COMPANY CULTURE & BENEFITS (20%)

Candidates want to know how your company supports people—not just in the good times, but in tough times, as well. Transparency, empathy, and flexible benefits (like hybrid work or wellness support) reinforce your values.

To attract top talent, be sure to showcase:

• How you support employees—both in day-to-day operations and during difficult periods.
• What makes your team environment unique, inclusive, and worth joining.
• How your benefits and flexibility meet today’s evolving work-life priorities.

Candidates are no longer just evaluating job descriptions—they’re evaluating how your company shows up for people and how you would show up for them.

PERSONALIZED, FREQUENT OUTREACH (20%)

In a noisy hiring market, personalization is a differentiator. When people are uncertain about changing jobs, relevant human touchpoints can make the difference between a passive candidate and a future teammate.

To show you’re invested in building a relationship:

• Tailor your messages to a candidate’s background and interests.
• Share updates and check in regularly—even if there’s no immediate opening.
• Be transparent about timelines and process changes.

In short, make the candidate's experience feel like a conversation, not a transaction.

What’s working for your organization right now? We’d love to hear how you’re approaching talent strategy in uncertain times.