If your organization struggles to find candidates for hard-to-fill positions, you are not alone. The country continues to experience a skills gap in critical occupations, exacerbated by location and lack of resources to attract people with niche expertise. Roles such as those below rank among the more challenging positions to fill:
- Human Resources Professionals
- Senior Management Positions
- Information Technology (IT)
- Programmers & Software Developers
- Engineering & Architecture
- Healthcare Workers
- Construction Tradespeople
What may be difficult, at times, to keep front-of-mind in an unpredictable economy is that onboarding new hires isn’t all about the money. Many want improved work-life balance, workplace wellness programs to reduce stress, remote options, and other quality-of-life benefits. Meeting the needs of hard to find candidates for jobs seems to be part of the equation. Business owners can more reliably get the conversation started by applying techniques that appeal to the needs of today’s job seekers.
1. Rethink Your Job Hiring Process
Any effort to learn how to find candidates for hard to fill positions must begin with a re-examination of company recruiting methods. If you’ve traditionally struggled to identify and onboard people in certain niche positions, it may be time to try alternatives. Consider reasons why qualified people have taken a pass on the job opportunity (info that can often be attained from the candidates themselves). This and other information about why workers churn can help you to rework the hours, benefits, quality of life aspects, and salary to better match current expectations in the job market.
2. Write A Compelling Job Description
Some organizations still use the old print newspaper Classified listing approach to connect with people looking for a job. Imagine being on the other side and reading: “Senior Executive wanted, competitive salary, 401(k), must have 10 years of experience.” This perfunctory and generic style of job posting can easily be passed over. Consider tapping a team member with superior writing skills to add unique flair to your listings. Add elements such as “work with a passionate and deeply committed team.” In other words, create a narrative that has a positive visceral effect.
3. Expand Your Social Media Recruitment Efforts
Recruiting strategies for hard to fill positions can often benefit from leveraging social media. This go-to tip typically revolves around Facebook, X, and professional platforms such as LinkedIn. It’s time to go a step further.
There are wide-reaching upstart spaces that are not necessarily as popular or related to employment. YouTube videos have gained substantial traction. Reddit chat spaces come up in all sorts of searches. Quest has made some employment recruiting noise, and SuperNova is a charitable giving darling. Consider expanding the company’s social media options and posting hard to fill positions across the internet — especially in niche places frequented by these types of candidates.
4. Offer Perks for Referrals From Current Employees
Few things are as professionally attractive as a staff member who goes out and recruits on your behalf. For a team member to advocate for the organization, they must be invested in order to put their reputation on the line. That speaks volumes to the moral and positivity of your operations. Consider developing a program that gives bonuses or time off for successful recruiting efforts.
5. Find Candidates Through Networking Events
Executives and salespeople see networking events as a way to drum up new business. Mixers also provide an opportunity for HR departments to connect with talented people, particularly in hard to fill positions. Consider adding a table with brochures and information about working for the company, including testimonials that speak to the organization’s success. Set up QR codes that professionals can easily scan with their smartphones and send over a digital resume.
6. Professional Development Policies
Establishing mentorships and formal professional development training programs reduces attrition and prepares rising stars for bigger roles. In fact, one study indicates that 58 percent of staff members would switch companies unless it offered professional development. Without providing this perk, corporations are setting themselves up for unnecessary attrition. On the other side of the coin, a smartly tailored program can serve as the best way to find candidates from within the organization.
7. Hire a Recruiter to Find Candidates
Outsourcing hard to fill positions to a third party staffing company remains the most efficient way to find candidates. That’s largely because agencies maintain a robust file of resumes of people with niche skill sets and experience. It’s not unusual for senior executives and HR specialists, among others, to quietly work with a recruiter to make lateral or upward career moves. Hiring a recruiter to find candidates remains the most effective way to fill positions.
At Hire Partnership, we work diligently with companies to find candidates for hard to fill positions. We guarantee you’ll get at least two quality candidates within 24 hours. If you need qualified people, contact us today. Let’s get the process started.
