The job market tends to move in cycles. Sometimes, it’s a hot market, and employers struggle to attract top talent. Other times, an economic slowdown might result in a hiring cooldown, resulting in fewer opportunities for job seekers.
For some professionals, however, the recruitment market is always hot. Certain specialisms have a very limited talent pool, which means that employers are constantly fighting over potential candidates.
This is great news for those specialized candidates but bad news for employers. If you depend on professionals with a very specific set of skills, you might struggle to recruit—unless you have the right strategy in place.
An example of skilled labor shortages: the manufacturing industry
When we talk about elite talent and hard-to-fill positions, we often think about software developers, certified accountants, and senior executives. However, talent shortages can happen in any area. All that’s required is for demand to exceed supply.
For example, the manufacturing industry is currently experiencing a major talent shortage, with some predictions that there will be over 2 million unfilled open positions by 2030. This is partly due to growth and new markets but also because of an anticipated 2.8 million retirements over the rest of the decade.
One interesting aspect of the manufacturing jobs crisis is that it seems to impact positions at every level. Some of the biggest shortages include:
-
Engineers: Manufacturing firms are short on industrial engineering and electrical engineering talent. The talent gap for software engineers is enormous, with over 100,000 vacant positions in the US.
-
Skilled labor: Manufacturing also requires skilled workers such as welders, solderers and brazers. The American Welding Society believes that manufacturing and construction will require an extra 330,000 in the next four years.
-
Operatives: Employers are finding it difficult to fill unskilled positions too. Even entry-level jobs are difficult to staff, as manufacturing firms face competition from industries like retail and construction.
Talent shortages can exist at any level if the supply of suitable candidates is significantly lower than the overall demand. If your organization regularly struggles to fill certain positions, then it might be time to refine your recruitment process for hard-to-fill roles.
How to recruit hard-to-find talent
To avoid a talent shortage, you’ll need to implement a proactive recruitment strategy. This means working constantly to connect with promising applicants—even when you’re not hiring. Here are some ways to help make that happen.
1. Focus on your employer brand
A consumer brand attracts consumers; an employer brand attracts candidates. Research has shown the power of a strong employer brand—a strong employer brand can lead to a 50% increase in applications from qualified candidates.
The main elements of your employer brand are:
- Digital presence: Your online job portal, plus social media accounts that talk about your mission and culture
- Employee testimony: Positive words from current employees, which can include Glassdoor reviews or LinkedIn posts
- Employee value proposition: Compensation, benefits package, professional development opportunities, and a sense of purpose
By creating an authentic and appealing employer brand, you can stand out from other job postings and attract candidates who align with your company’s values.
2. Invest in your referral program
Many companies offer sign-on bonus programs for new hires but often overlook the most effective way to attract top candidates – through your current employees! Employee referral programs are one of the most effective ways to find quality candidates. Your existing employees can be your best advocates, as they understand your company culture and the skills required for specific roles.
Here are a few ways to boost your referral program:
- Offer rewards: Provide cash, vouchers, or other incentives for successful referrals
- Share opportunities: Notify the team about upcoming vacancies
- Provide recognition: Publicly thank anyone who helps bring in a new team member
By leveraging your employees’ networks, you can tap into a pool of qualified candidates who may not be actively seeking new opportunities but are open to the right offer.
3. Collaborate with professional associations
Another way of sourcing talented people is by engaging with professional associations. Here, you’ll be able to make contact with skilled workers and create engagement with your employer brand.
Some ways to make the most of professional associations include:
- Attend conferences and networking events: Use these opportunities to build relationships with talented professionals
- Sponsor events: Event sponsorship is a great way of promoting your brand to a select audience
- Develop internship programs: Internships help you connect with the next generation of talent while also building goodwill with association members
By building strong relationships with professional associations, you can gain access to a network of skilled professionals and enhance your recruitment efforts.
4. Review your DEI strategy
Diversity, Equity and Inclusion (DEI) helps to remove bias and discrimination from the hiring process. This is especially important when recruiting for hard-to-fill positions, where you need to avoid anything that might drive away potential applicants.
A strong DEI strategy also helps in these ways:
- Stronger employer brand: Many candidates consider diversity when choosing an employer, and DEI scores are now listed on Glassdoor profiles
- Better employee retention: 81% of employees say they would consider leaving an employer that lacked commitment to DEI
- Improved referrals: Employees are more likely to recommend employers with an inclusive, welcoming culture
The first step here is to look at your current DEI progress and see if you’re achieving your goals. If so, then you can celebrate your progress in your employer branding.
5. Work on passive recruitment
The majority of workers are not actively job-seeking. They already have a job, so they don’t need to check job boards and peruse current vacancies. That’s why it’s important to reach out to these people and make them aware of opportunities.
This strategy, known as passive recruitment, involves doing things like:
- Build relationships: Use social media and in-person events to start conversations with talented candidates
- Announce vacancies: Contact passive candidates whenever there’s a suitable opening
- Arrange informal conversations: Phone calls, text messages, and coffee meetings can help you “sell” an opportunity to a passive candidate
Passive recruitment takes time, so you’ll need to start working on it before your hiring needs arise. But if you invest in this strategy, you’ll be able to develop a talent pipeline for the future.
Need help with recruitment?
Talent acquisition is a complex process, especially for hard-to-fill positions. It begins by working with hiring managers to craft job descriptions; it doesn’t end until your ideal candidates have been through the onboarding process.
Things are easier when you’ve got human resources experts on your team. If you need HR expertise for executive recruitment, project hiring, or any other kind of staffing project, we can help.
Book a call with Helios HR and let’s talk about how you can attract, engage and retain top talent!
