Top 5 Recruiting Strategies for Hard-to-Fill Positions
Picture this: your head of customer service quits to take a new job. It’s a key position, and replacing them could take weeks, maybe even months. Sounds stressful, right? Sadly, this kind of thing happens a lot.
If you can’t find people for hard-to-fill positions, you’re not alone. Many companies have a hard time finding talents for special jobs. This is because there aren’t many people applying, and other companies don’t want the same workers. Some jobs also need skills that are hard to learn.
But don’t worry. We’ll share some recruiting ideas for hard-to-fill positions so you can find the perfect people for your team.
What Are Hard-to-Fill Positions?
Hard-to-fill positions are jobs that require specialized skills or experience. These roles may involve industrial expertise, lower pay, or the need to work in challenging environments. If you can’t find the right person, it will take a long time to hire someone. It can also make it hard to finish projects or keep your company going.
Industries with Hard-to-Fill Roles
The industries below have a harder time finding workers:
- Finance – Financial advisors need specialized training and certifications.
- Skilled trades – Carpenters and electricians face higher risks in their jobs.
- Science and mathematics – These roles need advanced degrees and specific skills.
- Leadership – Managing teams and creating strategies requires strong leadership abilities.
- Sales – Salespeople must have good social skills and a strong drive to succeed.
Factors Behind Hard-to-Fill Roles
Some jobs are harder to fill than others for a few reasons:
- Skills gap – Some fields lack enough qualified people.
- Competitive industries – It’s harder to hire when many companies are looking for the same talent.
- New fields – Emerging sectors require skills that are still being developed.
- Location – Fewer candidates apply if the job is in a hard-to-reach or less attractive location.
- Pay and benefits – Low wages are a common reason candidates reject job offers.
- Company culture – Many people want to work for organizations that match their values.
Impact of Vacant Positions
When you have a lot of vacant roles, everything slows down. Projects take longer, and other workers have to do more. In effect, you’ll have lower-quality products and services. For example, if you don’t have enough support reps, customers might have to wait longer to get help.
Plus, a vacant job can cost you a third of the salary of a lost employee each year. When you finally decide to fill the role, the hiring process will take longer. It’ll cost you and your team even more time and money.
That’s why it’s good to have a strong hiring strategy which helps you find people with the right skills more quickly.
5 Recruiting Strategies for Hard-to-Fill Positions
Finding people for unique jobs can be tough. But don’t worry; we have some recruitment ideas to help you hire great candidates.
1. Use employee referrals
It’s obvious, but first ask your employees to refer their friends for special jobs. They know people who might be good for your company and that you might not find anywhere else. It can also help you save money and time.
For example, if you need more people to work in your warehouse, you can ask your staff to tell their friends about the job. Your employees’ recommendations can make everything easier and you can provide a nice bonus when the person is on board for 60 days
2. Utilize niche job boards
Skip the big job boards. Niche job boards are your best bet for hard-to-fill jobs. These sites focus on specific jobs and industries so you can easily find the right person. For example, you might find a more competent accountant if you post on a finance job board.
Niche boards can also help you attract people who aren’t job hunting but might want a great opportunity.
3. Build a strong employer brand
Hiring is a two-way process. While you choose candidates for their skills, it’s equally crucial to build a strong employer brand. A 2022 study found that 69% of workers prefer companies they are proud to be part of, and 70% want leaders who support the company’s values and culture.
The key to creating a strong employer brand is defining your mission, values, and culture. You can also use real employee stories to build credibility. Plus, offering growth opportunities can help you attract unique workers.
4. Proactively source talent
It’s not enough to wait for resumes to come in. Going to events and meeting people are great ways to fill vacant jobs. You can also use LinkedIn’s advanced search features and targeted messaging to recruit talent.
Staying in touch with these candidates can make you the first company they think of when they want a new job.
5. Implement pre-employment tests and assessments
Resumes can be tricky. Someone might look great on paper, but can they really do the job?
Skills assessment tests can help! They can show you a person’s skills and personality. It’s like giving them a mini-challenge to see if they’re a good fit.
Let’s say you’re hiring a customer service rep. Tests on computer literacy and emotional intelligence can show how well they handle customers. These checks can tell you much more than a resume ever could and can fast track the best candidates to the top of the list.
Solve the Talent Puzzle
Finding hard-to-fill roles doesn’t have to be hard. Employee referrals, niche job boards, and pre-employment tests can make hiring easier. The sooner you refine your recruitment strategies, the quicker you can expand your team and reach success.
Looking for a more personalized solution? EmployTest can help. Our advanced testing platform can improve your hiring process and help you find the best people for even the toughest jobs.
Book a demo with our team and learn how it works.