One of the biggest challenges corporate recruiters face in the job market is hiring for hard-to-fill positions. There are many factors affecting recruiters’ ability to fill these distinct roles. Identifying where the bottleneck lies is key to increasing an organization’s hire rate.
Why Are Some Roles Hard to Fill?
Some roles are harder to fill because of exceedingly specific skill requirements for the job. This factor is most especially true in the technology industry. The “new” types of jobs created by the fast evolution of technology render many candidates underqualified. Not enough candidates are equipped with the technical knowledge and skills, making hiring challenging for recruiters.
Other reasons can include the hiring budget, time constraints, location, and competition. All these are real-life hurdles that recruiters face on a daily basis. However, although these are current job market realities, a few changes in the recruitment strategy can help turn things around.
How to Attract Talents for Hard-to-Fill Positions
Effectively enticing the right talents for hard-to-fill positions does not happen by chance. More than knowing what a good resume looks like, it takes careful planning and implementation on the HR side. Taking into consideration the state of the labor and workforce market, any organization can use the following strategies to help reduce the vacancy rate.
Build a Better Online and Social Media Presence
Go where your target market is. These days, job seekers make use of the most efficient and fastest way to look for a job – the internet. Build a reputable presence online. Social media is a great way to capture a large audience in a short span of time.
Investing in a website is also necessary these days. You want your organization to be discoverable online. Aside from making sure that the site is appealing to your target market, make it easy for job seekers to navigate.
More importantly, make sure that your HR branding across all platforms is on point. With the heavy competition out there, you want your brand to be consistent and recognizable everywhere. Also, ensure that your company values and goals are transparent in all your online accounts.
If necessary, get professional help to stay on top of digital trends. Digital marketing experts can do wonders in building your social media presence. Moreover, they can assist in identifying your brand’s purpose and archetype so you can have better success in your marketing endeavors.
The type of applicants you attract is a reflection of your organization, so it makes sense to invest in branding for your company and HR.
Tap into Your Employees Networks
Organizations need to realize that their current employees are a gold mine when it comes to discovering new talents. They can help open doors and find applicants who may be perfect for these hard-to-fill roles. Activate referral programs. Your current employees are the best people to refer someone for a specific job. Since they are already familiar with job requirements, they can identify who among their network fits the role perfectly.
Craft Highly Effective Job Descriptions
Help your prospective candidates visualize what it is like working with you. Clear titles, an engaging overview of the role, and short but specific skill requirements can help catch and retain a candidate’s attention.
You can also get creative in your postings. Videos and short presentations targeting your focus market can be an effective way to excite candidates to apply. Recruitment videos can also be very effective when posted on video-sharing platforms. Get creative!
These are just some of the strategies you can employ to increase your chances of hiring for hard-to-fill positions. When implemented correctly, these can help yield positive results in finding and attracting the perfect talents for your hard-to-fill roles.