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You’re doing everything right—posting jobs, sweetening the perks, reworking your job descriptions—and still, you’re stuck with open roles and no solid leads. Where have all the workers gone? You’re looking at a labor market that’s flipped the script.
“The digital hiring landscape flooded with noise. Every job board is packed. Every inbox is full. Standing out as a business looking to hire feels harder than ever, especially when you’re up against companies with bigger budgets and fancier titles,” said Ruffy Galang, CEO and Co-Founder of Remote Employee.
“The pressure’s real. You need results—fast. But when the talent pool shrinks and the demand keeps climbing, finding the right people feels more like damage control than a strategy.”
That’s the reality. Now, let’s talk about what led the hiring market to this point and what you can do about it.
How the Pandemic Contributed to the Current Hiring Situation
Where are all the workers? Well, let’s look at the impact of the pandemic: COVID rewired the workforce.
In 2020, over 30 million Americans lost their jobs, and more than 120,000 businesses shut down. Fast forward, and here’s the kicker: job openings bounced back, but the workers didn’t.
Right now, there are 10.5 million jobs up for grabs in the U.S.—but only 5.7 million people officially unemployed. That’s a gap of nearly 5 million roles with no one lined up to fill them.
Labor force participation has dropped 1% since early 2020. Sounds small? It’s not. That’s nearly 3 million fewer people actively working or looking for work. And this dip has real consequences: leaner teams, rising wages, delayed timelines, and inflation.
For business owners, it means one thing—you can’t afford to wait around for local hiring to bounce back. The old talent pool just isn’t what it used to be.
Why Are There Less People in the U.S. Workforce?
Where did all the workers go? It also has to do with roles.
Roles that pay less and require you to show up in person have taken the hardest hit. Hospitality and food service jobs have seen quit rates hover above 4% for nearly two years straight.
Meanwhile, jobs in finance and manufacturing—higher-paying and more stable—haven’t faced the same uphill battle. Fewer employees are walking out, and businesses in those sectors can plan ahead with more confidence.
Other sectors are stretched thin too. Education, healthcare, and professional services have racked up massive job openings. Think beyond office work—this includes everything from law firms to janitorial staff.
If your business is stuck in constant hiring mode, it’s not just you. It’s the system. The local labor pool can’t keep up. To stay competitive, you’ll need to look beyond your ZIP code.
| Learn how you can hire (and retain) employees more effectively: |
How Businesses Are Sourcing the Talent They Need
You’ve posted. You’ve pitched. You’ve shown up at job fairs and revamped your careers page. And yet—you’re still short on staff. Sound familiar? You’re not alone.
Here’s how companies are chasing candidates—and what smart businesses are doing differently.
1. Start with a Smarter Move: Hire Through a BPO Like Remote Employee
Before you burn more hours scrolling résumés, here’s your best bet: Partner with a BPO that hands you pre-vetted talent, fast.
Remote Employee connects you to professionals who are experienced, reliable, and ready to work—without the overhead of a traditional hire. You don’t need to manage job ads, interviews, onboarding, or paperwork. We handle the busywork—from sourcing to setup in our fully managed office facilities. Your team works from our secure, professional offices, while you stay in control and get results.
You choose your team. You set the pace. We make it happen. when they’re on-site. Think high-impact tasks that benefit from being face-to-face. That’s how you make the trip in worth it.
2. Job Boards
Job boards are the default for a reason—but they’re far from perfect.
Indeed gives you access to millions of resumes and free postings, but with so many general applicants, you need to sort through a number of resumes before you find the right fit.
ZipRecruiter delivers better targeting and quicker matches—employers report better quality candidates and faster hiring cycles, but it comes at a cost. At over $15 a day, costs can stack up.
Bottom line? These platforms can help—but don’t rely on them to solve your hiring crunch alone.
3. Career Pages
A polished careers page shows job seekers who you are—and why they should want in.
Highlight your mission. Show your values. Include a short video that pulls back the curtain on life inside your business. Answer the top questions before they even ask. If you want quality candidates to choose you, give them something to connect with.
4. Job Fairs
Job fairs give you face time with real prospects. But they also require real prep.
Don’t just show up. Pick the right events. Know your goals. Prep your team. Be the booth people remember.
Set objectives before you go—like locking in ten new candidates for your sales team or connecting with potential hires from rival companies. This is your chance to pitch in person. Make it count.
5. Campus Outreach
Building ties with colleges sounds like a great idea—and it is, if you have time to wait.
Companies are stepping onto campuses through job fairs, speaker events, research partnerships, and internship programs. It’s a way to build brand awareness and lock in future hires early. Some even offer scholarships or mentor programs to win loyalty and build pipelines before students graduate.
It’s smart. But it’s slow. If you need help today, you’ll need a faster route.
6. Social Media
With billions of people logging hours on social media daily, it’s a goldmine for recruiters—if you know how to use it.
Want to hire Gen Z? Try TikTok. Looking for creatives? Instagram’s your spot. Platforms like LinkedIn work for professional roles, but your messaging needs to pop.
Winning brands use real employee stories, quick behind-the-scenes clips, welcome shoutouts, and company culture highlights to grab attention and spark interest.without micromanagement. Make it ongoing. Make it part of the job. You’ll see better output across the board.
Hire Smarter—Without the Wait or the Overhead
Connect with pre-vetted talent that shows up, delivers, and helps you scale. For up to 70% less cost.
Use These Best Practices to Find Great Employees
You’re looking for people who show up, deliver, and actually stick. That’s why businesses are throwing everything at hiring—from better interviews to outside help. Here’s what they’re doing.
1. Standardize the Interview—Then Sharpen It
Winging it won’t cut it. Companies are building structured interviews that test the same core skills for every candidate. It keeps things fair and helps cut through guesswork. Behavioral questions tied to real job demands? That’s how you find someone who can handle the heat.
2. Don’t Let Top Talent Slip Through
Flooded with resumes? You need a vetting system that moves fast—without missing the great ones. Software can help you track, sort, and score, but smart businesses know this: human eyes still matter. You need sharp judgment to catch what algorithms miss. Balance is key.
3. Bring in the Experts
When sourcing gets messy, smart companies call in backup. That might mean building a full recruiting team, hiring an agency, or working with an employer of record. These pros know the market, speak the language, and already have talent pipelines you can tap into. But it’s not cheap—and not always fast.
4. Or—Let Remote Employee Handle It for You
Skip the legwork. We find, vet, and deliver pre-qualified professionals who fit the roles you need filled. You stay in control—interview who you want, hire who you like. We handle the sourcing, background checks, onboarding, and HR admin. You skip the chaos and keep your focus on scaling.
Stop Waiting for the Talent Pool to Refill. Find the Employees You Need—Now.
Tired of ghosted interviews, rising wages, and empty chairs? Remote Employee gives you access to proven professionals without the price tag or delay.
We source. We vet. We onboard.
You stay in control. You scale faster.
Get back to running your business—with a team that shows up and delivers.
