The right resources are the backbone of a business, filling up the right positions despite difficulties and odds ensure that the company runs like well-oiled machinery. With changing times, recruitment managers have a hard time identifying and place resources in difficult positions as and when the need arises.
Why so? The pace in which businesses are evolving with employment dynamics that are involved, keeping up is now associated with a variety of challenges. To adapt to a changing corporate environment, recruiters now seek workers who are skilled in multiple domains along with unusual combinations of skills particularly for difficult positions. Added to this requirement, the recruitment trends are evolving so to say. So how does one strike a balance and address these gaps?
But of course, as an employer or recruiter, you certainly want to fill positions with the best talent you can discover. Recruiting for new or advanced technical positions can require a fresh approach and an updated strategy. While most of these positions did not exist till about a decade ago, today due to demands that corporates have to keep up to- this has become inevitable.
What strategies does the recruiter adopt to fill up these problematic positions?
Combining the traditional recruiting techniques, such as job- board advertisements, contracts with HR consultants with more modern practices such as tapping into employee networks and building online strategies, can help. Further-
- Reaching out through social media networks and marketing content.
Building a digital media presence for the brand has become a mandate today. Mediums such as Twitter, Facebook, and Instagram and most importantly, Linkedin help spread awareness on the business, thereby attracting audiences and familiarizing the brand over time. These social media accounts can help showcase to prospective candidates what it’s like to work at a company and highlight work-culture etc. Existing employees can be encouraged, especially recruiters and hiring managers, to use social media to find candidates. Keeping track of networks that give you the most traction and results can help optimize the particular medium.
- Employee referral programs
Employee referrals are one of the most effective sources of finding candidates mainly because of higher quality and ease of closing the position faster. Given the fierce competition and demand that exists for high-quality sources, a proven and fail-proof strategy is a must to fill up particularly challenging and difficult positions in the organization. Getting started with a budget, monitoring resources post them taking up the job in the organization will help conclude on the effectiveness of this strategy.
- Check for the possibility of identifying talent inhouse, train, and place.
There could be roles that arise out of changes in business policies or practices; therefore, they could have come into existence in the last year or so. This makes hiring from external sources difficult primarily due to reasons such as experience, expectations. Let’s assume that you need to build up a new function within your organization, and these resources need to have an understanding of your business processes. It would be impractical to find qualified candidates in the market, who are expected to have this understanding and therefore looking internally first will be ideal.
- Work on clear job descriptions.
Use attractive language that highlights the benefits of working at your organization, but of course, job particulars need to be included very clearly as part of the description. Additional information such as company perks, benefits (e.g., free lunches, health care, paid vacation), career growth and learning opportunities are added factors that make a job description attractive. Being able to include unique features of your brand is an added plus. Further remember to include details of your social media handles and profiles, so prospective candidates to get hands-on information about your working culture, etc.
- Do not miss out on-campus recruitments.
Targeting young adults early in their careers can help in the long term agenda of your recruitment process. Implementing projects, internships, etc. helps in greater visibility in recruitment drives that happen in the future and always gives a fair idea to the recruitment manager on where to focus for such valued resources. Today majority of the millennials look for people and culture fit with employers, followed closely by career potential, growth opportunities rank a close next.
The root cause of why filling up difficult positions is an issue is because organizations do not anticipate their needs and are therefore are caught by emergency. While there are short-term tips that can help fill a tough role quickly, the real solution will be to think ahead, figure out the organization may need in the future, so that there is enough time to plan, try, fail and then succeed in finding candidates for the position. To reiterate do not dismiss available talent and aspects of cross-training existing skilled resources this can help retain knowledge and equip existing resources to cover bases when needed.
While finding qualified job candidates for difficult positions is no easy task, these tips are useful measures to arrive at the finish line without too many hiccups.
- Smart compensation offers:
While hiring an exclusive niche talent, you need to have certain specifics in mind, for example, the skills they need to have, the experience you require. These factors will help you sift through and reach the right person or the right people. With these factors in mind, while talking to them, you can make smart compensation offers or the other benefits that the organization would offer them. This strategy will help you maintain the momentum for further positive interactions.
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