Sourcing great candidates for difficult roles requires additional HR efforts
It’s no news that some industries are easier to operate than the others from the hiring specialists’ perspective. Certain niches boast many candidates hunting for a job, while other markets experience severe talent shortage, as they require high-skilled professionals with competencies that are very hard to find.
Notwithstanding the fact that, according to the Office for National Statistics (ONS), in 2019, the UK employment rate (76.1%) has been at its highest since 1971, the concept of so-called “hard-to-fill jobs” has, however, become constantly more present as a growing problem. The issue is mostly due to the skill gaps that undermine modern talent pool. As a matter of fact, finding the right employee for your business has become a tough challenge: hiring for new or highly technical positions requires a fresh, revised approach and an efficient recruiting strategy.
Why some positions are hard-to-fill?
The reasons behind the challenge of dealing with hard-to-fill roles are numerous:
- Many of the so-called hard-to-fill positions, especially in the world of technology, are relatively new (for instance, Machine Learning Engineers, AI researchers,or Big Data Developers): they were “born” just a few years ago, so there is not enough expertise inside the candidates’ pool, and the required skills are in very short supply.
- Some jobs are not so new, but they require very specific technical skill sets and specialized experience, which makes it utterly difficult to find an appropriate candidate (for example, according to Dice, good System Analysts, Network Engineers and Software Developers are still not easy to recruit).
- In some cases, the problem is the distant and, therefore, not convenient location of the office/production site – in such situations, the potential talent pool may get really narrow.
- If your company does not have enough budget allocated to the talent compensation, each opening will automatically become “hard-to-fill”: in case the salary is set to a low level, the candidates will simply go for another job opportunity.
According to The Financial Times statistics, in the UK, there are five sectors grappling with acute labour shortages: Hospitality, Information Technology, Construction, Healthcare, and Leisure and other services.
What can a recruiting manager do to solve the “hard-to-fill” riddle?
Work on your employer branding strategies
To attract the best candidates for the “tough-to-close” roles, it is very important to focus on corporate branding as a way to encourage employee referrals and construct a good brand storyline. “Choose a specific social media platform or channel to showcase your employer brand, while also developing a strong talent community. You can showcase your company culture, post relevant industry news — all while creating an active forum for conversation between potential candidates, current employees, and even the CEO”, suggest experts in the Huffington Post publication.
Cultivate the talent
Look at the role you need to fill from a different angle: can the skills that are required be taught? Often, recruiters are striving to get on board experienced staff with strictly relevant competencies for the job. But, perhaps, those skills may be acquired already in the workplace or through L&D programmes? It may be worth trying to recruit someone young and eager to learn if you feel the applicants match the corporate culture. Investing in young talent may also boost your staff retention and overall loyalty.
Work on what you offer: incentives are important
A great way of attracting talent is by offering, along with a good salary, some additional incentives to keep motivation levels high. Those ones do not have to be financial: flexible working hours or remote work possibilities, for instance, can result very alluring.
Target your job ads
While dealing with hard-to-fill positions, it is essential to be sure that your job ad has good visibility targeting the right people. And that is where programmatic job advertising comes to the foreground. Programmatic recruiting technologically optimizes the match between the job ad and the people who see it, stepping the hiring efforts up and raising the efficiency and reach rates. These results are made possible thanks to the well-executed usage of big data, targeting of job ads, real-time bidding, and campaign optimization all at once. Jobrapido is the major player on the innovative market of Programmatic Recruitment. Combined with the Smart Intuition TechnologyTM – based on taxonomy and AI – Jobrapido Programmatic Recruitment solution automatically matches targeted vacancies and best candidates in target, on demand. “We want to bring the Amazon experience to recruitment, which means matching the needs of employers and candidates in one, personalized and convenient online experience”, – says Rob Brouwer, CEO of Jobrapido.
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