Some jobs are a piece of cake to fill, but there are certain roles that leave you feeling like you’ll never find the right candidate! We’ve all run into one of these before. Do you know which positions have been the toughest ones to fill in 2019 so far? Earlier this year, this report revealed the top eight jobs that are the hardest to fill. Here they are, ranked in order of difficulty:
- Application and Software Developer
- Construction Laborer
- Home Health Aide
- Medical Services Manager
- Medical Technologist
- Nursing Assistant
- Personal Care Aide
Six out of eight of these jobs are healthcare jobs. One of the reasons why these jobs are among the hardest to fill this year is due to a huge surge in vacancies. The U.S. Bureau of Labor Statistics Job Openings and Labor Turnover Survey found that the healthcare industry has the highest percentage of job openings in the U.S. due to an aging baby boomer population.
So, what should you be doing to find top talent for hard to fill jobs? Take a look at these strategies below.
Find out where relevant candidates look for jobs online
Certain job boards may provide you with better results, especially when it comes to specific industries. Rather than posting your jobs to major job boards only, post them to niche ones as well. If you’re trying to fill a developer role, think about posting your job ad on websites like GitHub, Stack Overflow or The Ladders.
Within our recruitment software, you can track the number of candidates who apply to your job postings and from which sources. This way, you’ll know which job boards are producing the best results. This insight lets you refine your strategy so that you’re putting your time and effort in the sources that pay off in the end.
A competitive salary matters, but so does an attractive employer brand
A good salary isn’t the only factor that candidates pay attention to nowadays. Candidates want to work at companies that have an attractive employer brand. Randstad’s survey showed that 86% of workers wouldn’t apply for or continue to work for a company that has a bad reputation with former employees or the general public.
It’s absolutely critical for companies to cultivate an employer brand that makes candidates clamor for a chance to work there. You can show your employer brand by having an entire page on your website that outlines your company’s mission, values, culture and the perks that employees enjoy. It also helps to have a sleek and easy-to-use job page. These days, companies need to show candidates why they should choose them as their next employer.
Nail your job description
Your job description shouldn’t be narrow, boring and specific. This actually repels candidates since they’ll feel like they’re not qualified enough for the position. There are key elements in a job posting that you should include, and strict requirements aren’t one of them. Think about it—would you reject a hardworking candidate if they had 4 great years of experience because the job ad mentioned they should have 5 years of experience?
Have a conversation with the hiring manager to make sure you’re both on the same page. While they might have a checklist of what they want in candidates, they need to be reasonable and flexible to not miss an awesome hire. There are plenty of people who are willing to learn and grow using their current skillsets. Don’t overlook them by sticking to a finite checklist of qualifications.
Reach out to passive candidates
The candidates who’d be the right fit for your job are most likely already employed. After all, passive candidates account for 70% of the world’s workforce. These candidates usually have the skills and experience that employers are looking for, so it’s worth your time to pursue them.
One of the best ways to identify passive candidates is by referring to your staffing and recruiting software. You can review candidates’ resumes, qualifications and any communications that you’ve had in the past. Make a list of the most qualified candidates you want to get in touch with regarding your current opportunities. As you speak with them, the information you already have stored in your ATS should give you a great reference point.
Attend industry events
So, you’ve identified and reached out to as many candidates as you could in your ATS software, LinkedIn and other job boards…It’s time to get outside! There are tons of professional networking and industry events that happen throughout the year. Do your research to find relevant events in your area that target people who work in specific industries you’re focused on. Make a list of your top 5 or 10 events to attend and get out there.
Even if you don’t meet people who are interested in your jobs, they might know someone else who’d love to speak with you. In 2019, recruiters must practice as many recruitment strategies as they can to find talent and make placements.
Give these strategies a shot
Take the time to identify where your ideal candidates spend their time online and offline. When you’re tasked with filling a difficult position, don’t forget to refer to your applicant tracking system to find passive candidates. It’s a trove of valuable data and it’s up to you to use it!
Do you want to know how Mindscope can help you find candidates for hard to fill jobs? Contact us today.