Finding the right person for certain jobs isn’t always easy. In some cases, it can take several months to find an ideal candidate for an open role. Whether the position requires a highly specialized skill set or a substantial amount of experience, hard-to-fill positions that remain open for a long period of time can delay processes, place added stress on other employees, and impede your business’s growth. To avoid such negative consequences, follow these tips on filling difficult positions at your company.
Implement a Targeted Recruitment Strategy
Implementing a targeted recruitment strategy can have numerous benefits—from reducing hiring costs to improving the quality of applicants. In addition, a targeted recruitment strategy is one of the most effective ways to fill difficult positions.
As its name suggests, a targeted recruitment strategy simply involves targeting the advertising efforts for a job opening towards a specific group of people that have desirable skill sets, experience levels, personality traits, and other qualities. As a result, people who would be an ideal fit for your position will be more likely to see your job opening and apply for the role.
Look Within Your Company
The perfect candidate for your open position could be staring you right in the face. If you’re opening up a new position, don’t dismiss employees who already work at your company. You never know who might be interested in changing roles.
If you don’t have anyone with all the necessary skills for the open role at your company, consider investing in training programs that will help them better suit the position. Ultimately, an existing employee’s knowledge and experience working at your company could make the transition process easier and more efficient than hiring someone completely new.
Another tip on filling difficult positions at your companyis to get competitive when it comes to compensation and benefits. If you’re having a hard time hiring someone due to an unappealing work location, candidate scarcity, or poor employer branding, you’re going to need to show the candidates what’s in it for them. In the cases where they have several options to work somewhere else, offering them competitive compensation and benefits can help entice them to work for you rather than competing businesses.