How to find and retain good employees in a challenging economy (with the help of Tick)

In today's challenging economic landscape, companies face significant hurdles in attracting and retaining quality talent.

Talent acquisition has always been tough, but now it’s even more important to get right to reduce the cost of replacement and protect your company culture.

There are some key points to keep in mind for hiring decisions in 2025.

Identify your cultural requirements first

Before beginning your talent search, thoroughly define the type of person who will thrive in your company. Modern recruitment demands looking beyond resume qualifications to identify candidates whose values and work styles align with your company culture.

Take time to articulate the specific personality traits and characteristics crucial for long-term success in your business. Remember that while technical skills can be developed through training, core personality attributes and cultural fit are typically innate.

By highlighting these elements in your job listings and throughout the interview process, you'll attract candidates who are more likely to remain engaged and committed.

Navigate the talent-job mismatch

The current labour market reflects significant disconnects between available talent and open positions.

Statistics in recent years show that the proportion of university graduates securing full-time employment has fallen from 85.2% to 72.9% in the past decade. Notably, 23% of unemployed graduates report that they cannot find suitable positions matching their expertise.

This mismatch suggests a fundamental issue in how organizations define roles and how candidates assess their fit. In a tight labour market, both parties must be more precise about requirements and capabilities.

Leverage personality assessment tools

Implementing reliable personality assessment tools can substantially improve your hiring outcomes. These instruments help identify candidates whose natural inclinations align with your company’s needs and culture.

By evaluating personality factors alongside traditional qualifications, you gain deeper insights into a candidate's potential for long-term success.

While performance metrics and resume credentials remain important evaluation criteria, understanding personality compatibility has become essential for building stable, productive teams in today's volatile labour market.

Retention strategies for economic uncertainty

Finding talent is only half the challenge. Keeping them engaged during economic uncertainty requires additional strategies:

1. Create meaningful growth opportunities within your company to prevent top performers from seeking advancement elsewhere
2. Develop competitive compensation packages that acknowledge market realities while aligning with your budget constraints
3. Foster a supportive work environment that accommodates various working styles and personal circumstances
4. Implement regular feedback mechanisms to identify and address concerns before they trigger departures
5. Recognise and reward contributions consistently to maintain motivation during challenging periods.

By combining thoughtful recruitment practices with robust retention strategies, organisations can build resilient teams even during economic downturns and skills shortages.

Need help with the personality-role matching side? Grab Tick’s fun, easy-to-use personality tools that you can even use in team-building exercises.

Tick helps unlock your team’s competitive edge.