The best recruiting strategies for hard-to-fill positions has been a significant talking point in the HR world of late. Whether it's a high-end manager or a deskless unicorn you need to build out your team, certain positions are just that much more tricky to fill than others. Fortunately, there are specific strategies you can employ to allow the recruitment process to progress more smoothly.
What Makes A Position Hard-To-Fill?
Well, there are a number of variables that can make a particular position unusually hard to fill. In fact, according to this recent compensation report, more than half of the companies who acted as respondents to the survey had positions that had remained unfilled for six months or more.
Here are a few reasons why certain job openings tend to linger in the wanted ads:
● The call for candidates in the particular field is too great, or there are too few people skilled to do the job. For example, at the moment, there is a significant shortage in the public health sector. Specific shipping fields such as warehouse management and -IT support are also seeing talent shortages due to the changing consumer landscape in the wake of the COVID-19 pandemic.
● The location or physical workplace is not all that appealing to candidates (e.g. off-shore oil rigs, smaller towns far away from large cities, etc.).
● The employer brand is tarnished, and the culture is seen as problematic.
● The compensation and benefits offered are not on par with industry standards and job requirements.
● The job description is too focused or much too broad.
While the first two items on this list are hard to address and somewhat set in stone, the other aspects can be addressed by prospective employers. As such, here are five practical recruitment strategies to smooth the way for faster hires.
Five Practical Recruiting Strategies For Hard-To-Fill Positions
1. Become Proactive Instead Of Reactive
Every business should have a proactive recruitment strategy. By building a talent community, improving your online visibility and taking advantage of networking opportunities in an ongoing fashion, you can nurture a talent pool that will stand you in good stead when new positions become available.
2. Be Ready With A Clear Job Description
Take the time to do a thorough job analysis and use your findings to craft a clear and compelling job specification. In this case, more information is never a bad thing. You can rather add a few ‘read more’ buttons to your job description than skimp on details.
As much as possible, break down the ins and outs of what the position will entail. Also provide in-depth information on perks and benefits associated with the job.
3. Consider Alternative Recruitment Channels
Are you using all the recruitment channels you have available? Job boards and conventional online recruitment platforms are all good and well, but perhaps you need to consider some alternatives.
Employee referral programs can be incredibly effective, as is looking inward to see if any existing employees or alumni might fit the bill. If you use the &Team platform, you can leverage the benefits of AI and ML to scour your database for excellent candidates who might fit the bill.
4. Take A Good Hard Look At Your Employer Brand
What do prospective employees think about your brand? Are you seen as a good employer? Or are there perhaps a few question marks doing the rounds regarding your rapid staff turnover or whispers about internal politics? You need to know these things in order to address them.
Employer branding is of vital importance in recruitment and should be taken very seriously. Today's prime applicants are looking beyond the specifics of the role and compensation in question to ensure that their personal mission and vision align with those of the companies they consider. As such, you need to know what type of narrative is unfolding beyond your doors so you can address any issues head on.
Employer review sites like Glassdoor are an excellent place to start. Another way to learn what's being said about your business is to conduct comprehensive exit interviews as a part of your offboarding process. When employees are ready to move on, they are far more likely to spill the beans about negative connotations with your brand, making this the best time to ask for constructive feedback.
5. Craft A Friction-Free Application Process
How difficult is it to apply for the job opening you have available? Naturally, you can use the application process to winnow down your options if specific competencies need to be tested. However, if you find that many candidates bounce from your application page or site mid-way through the process, you may want to relook at its complexity.
Following these recruiting strategies for hard-to-fill positions will make it a whole lot easier to secure top candidates to bolster your team in these challenging times.
Start by becoming proactive instead of reactive. Be ready with a clear job description and consider alternative recruitment channels. Take a good look at your employer brand. Then round it all off by crafting a friction-free application process.