Low unemployment has been the buzz in recruitment for months now. But these record-breaking low rates are not what’s negatively impacting hiring pros most. According to 66 percent of respondents in a recently released report by my team at MedReps, The Truth Revealed: Is Low Unemployment Causing a Medical Sales Jobs Shortage?, low unemployment makes it harder for them to land a new job.

This misconception is worsening the obstacles hiring pros face when looking for new talent in today’s job market. The perception that low unemployment means fewer jobs is sending quality candidates into hiding and making it more challenging than ever to find recruits. In fact, in ManpowerGroup’s 2018 Talent Shortage Report, 46 percent of employers reported being unable to fill open jobs. The highest talent shortage in the U.S. over the last decades compares to a global average of 45 percent.

Unfortunately, the talent shortage isn’t resolving anytime soon. Job seekers’ fears are perpetuating this labor market misconception. Their experience with the Great Recession where, according to the previously mentioned MedReps report, the majority of employees were laid off and had difficulty finding a new job has exasperated these notions. Moving forward, the only chance recruiters have to attract and hire top talent is by treading lightly.

Here’s how you can prepare to quell fears and, once again, get job seekers interested in the hiring process.

1. Be empathetic about job seeker fears

Even though you know job seekers’ misconceptions are based on unfounded fears, it’s important to acknowledge them as real -- and powerful. Passive candidates, especially, need you to be empathetic to their hesitations about starting a fresh job search or entertaining a new job offer. To persuade them away from a place where they feel comfortable or stable, you must validate their perception of the job market and empathize with their need for reassurance.

Consider, for example, your perfect candidate may be fearful that applying to a new role will negatively impact their current career track. Because they believe there are too few vacancies available to them, this is a risk they can’t afford to take.  

This is where trust becomes a major player in whether or not someone will be open to your position. In this instance, trust can only be built from genuine empathy. Candidates must believe you understand their hesitations and don’t take their fears lightly.

Allow your empathy to shine through careful and deliberate actions:

Don’t email a candidate at work
Encourage texting to make candidates feel comfortable with casual interactions
Share the company’s growth rate and the total number of openings

These are a few simple, but meaningful actions. By implementing them, you’ll prove to candidates they can trust the company has an ample amount of openings and that you’re empathetic to their fears.

2. Virtualize the candidate experience

Since, in today’s world of low unemployment, the majority of candidates are passive, they’re already wary of the job search process. This means at every stage of the process, they need to be convinced a role is worth a career change, especially if it’s outside of their comfort zone.

Virtual reality is one of the newest tools on the recruiting scene -- and job seekers are impressed. In fact, job seekers said virtual -- or augmented -- reality is the top technology they want to see more of by 2020, according to CareerArc’s The Future of Recruiting study. Some companies are already using this innovative technology, allowing candidates to experience a day in the life as an employee.

By inviting candidates into your company and welcoming them onto your team before they’ve even walked through your doors, you’re taking a majority of uncertainty out of the recruitment process. As uncertainty is decreased, candidates will confidently determine whether you’re offering the right career move. ‘Walking’ through your office and ‘meeting’ their potential co-workers decreases their fears of accepting an unfitting role.

3. Share employee experiences -- even if they’re leaving

Currently, employee referrals are one of the most trusted recruitment resources. But candidates are craving creativity that gives them an inside and honest glimpse of company culture.

First, go where the majority of people are already hanging out -- social media. Zappos, for example, is taking social recruiting to a new level. The company created an Instagram account specifically for internships, @zinternships. The account, also available on Facebook and Twitter, focuses on finding new interns and recognizing those who are moving on.

Through simple, but effective social channels, Zappos shares meaningful moments with potential candidates from both current and exiting employees. They remain constantly engaged by seeing a day in the life of a Zappos intern, the company’s culture, and even application deadlines for upcoming internship programs.

One of the most meaningful types of posts Zappos shares is their spotlight. They share a photo of an intern whose experience is coming to a close and add a quote about their time with the company. Not only are they recognizing interns, but also they’re making a new connection with candidates that can now envision themselves as part of the team.

Create a social page dedicated to a specific department or team from the company. Ask that team to put their work lives on display, even if an upcoming workday involves an employee's last day of employment.

Encourage them to share meaningful moments throughout their career, like photos with co-workers or of themselves in their favorite spot of the office, and what they’ll miss about the company. Candidates are aware employees leave, so this offers a refreshing bite of honesty. However, they’re also seeing behind-the-scenes, candid moments between team members.

While you cannot possibly predict how external factors, such as perceptions of the job market are going to impact your recruiting efforts, you can make great strides to control the outcomes. The key is to be open-minded so you can empathize with candidates and offer them the best experience possible in spite of their fears. As a recruiter, you can be the stability and assurance they need to make a leap of faith in their career at any time.