6 Recruitment Strategies to Manage Talent Shortages

6 Recruitment Strategies to Manage Talent Shortages

The talent shortage is a fact. You’ve either heard of it or even experienced it for yourself. The process of skimming through the candidates, many of them being thrown away during the selection keeps getting harder. This means you’ll have to get creative when it comes to ways of reaching the right candidates. If you work on your recruitment strategies, you will find it easier to manage the talent shortage.

1. Referral programs

This strategy should be one of your main ones. It will give you a lot of benefits but it will also additionally motivate employees. It leads to better candidate experience, as well as to quality candidates. Even though there are many ways to look for candidates outside your company, your current employees are actually a great source of recommendations.

So, what you could do is to make referral programs a standard part of the recruitment process. Whenever a position within your company needs fresh blood, turn to your team for suggestions. To additionally motivate your team, promise a reward in case of a great referral. If you want to maximize the success rate, keep the referrer informed on their candidate. That way, the referrer can improve the candidate’s engagement.

2. Recruitment marketing strategy

To be a truly excellent recruiter, you need to be very skillful at marketing your company and the position you seek a candidate for. That way, you will be collecting the right type of people even if you are not looking for candidates actively. The way you present your company and the position in question can make a big difference in whether the right person will decide to apply for the job or not. If you do this part properly, you will ensure quality candidates don’t just glance at your job position and move on.

So, the trick is in making the right moves. First of all, spend quality time writing the job ad. Your words could attract the right applicants to keep on reading and to apply. This means including other people in the process, as well. Namely, the people who work in similar positions. You can ask them why they chose to apply to that position and what benefits were most attractive to them. This is how you adapt the ad for the right audience.

3. Consider interim professionals

Hiring an interim employee or a contract employee is frequently used when there is a shortage of appropriate candidates who are ready for a permanent job. There is a pool of qualified people who are willing and capable of starting a job immediately. So, in lack of other choices, you can opt for a short-term solution that will prove to be effective (at least for the time being).

4. Consider other countries

As said before, one must become creative when it comes to finding a source of skillful professionals. Other countries are full of well-educated experts who are willing to work abroad and broaden their experience. What0s more, they also frequently offer their unique knowledge and different approaches to problems and possible business development. Many of them are probably already skimming to foreign job offers and consulting with appropriate and experienced migration lawyers. You only need to make yourself available to them and use their readiness to try out something new and their expertise.

5. Transfer within the company

This is a frequently overlooked option. You could transfer your current employees from another part of the company or even from another city inside the country (or even outside the country if it’s an international company). This will ease the process in the very beginning because your current employees are already well-aware of your company’s goals and way of doing business. Those who could be transferred internationally, there is a great opportunity to gain international recognition.

6. Adjust the hiring criteria

It’s important to maintain diversity within your company. This would lead to a variety of new ideas, as various types of people offer something different to help the company grow. The current problem with the recruitment is that, even with the talent shortage, many companies don’t give up on their job description criteria. In other words, they are unwilling to hire a candidate who doesn’t fulfill all of the stated criteria. This could lead to months of searching for the right candidate, while the money and time are being wasted, and current employees must work harder to make up for the missing member of the staff.

If you adjust the criteria to the less experienced candidates who also have something else to offer, you could end up with a creative employee who is ready to learn (and who is a fast learner) and willing to offer a new perspective. Additionally, this type of candidates is more likely to settle for a lower paycheck if they are offered a new challenge.

6. Turn to talent pools

The advantages of talent pools are several. Firstly, they are a free source of potential candidates. Secondly, they could be an easy way to find prequalified talented people who are worth investing in. It’s because these people are already familiar with your company or your type of work. Additionally, if you have regular contact with a specific pool, they could already have a positive impression of your company.

The first thing is to realize that it’s important to build talent pools as there definitely be a future need for specific positions. Have your future plans in mind so that you know what types of talent pools to nurture and make contact with. Another strategy is to organize a hosting event for talent pools to let them become aware of your company and keep track of you. Make sure your talent pool is regularly updated so that you can quickly get to the right candidate when you most need them.

Final words

Today, skilled candidates know that they are wanted in many places, making it harder for you to attract them and to get to them first. This is why these strategies could prove to be very useful for your future recruitments. Talent shortage doesn’t have to cause you a headache during your next recruitment.

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