Any HR manager knows that attracting talent for hard-to-fill positions can feel like searching for a needle in a haystack. Whether it's finding experienced engineers, healthcare professionals, or skilled tradespeople, the challenge remains the same: identifying and engaging the right talent. So, what strategies actually work? Here’s a closer look at proven methods we’ve used to help organisations successfully fill those tricky roles.
Understand Your Target Audience
Before anything else, the most critical thing is taking the time to understand your ideal candidate. What motivates them? Where do they look for job opportunities? How often are they changing jobs? Understanding your candidates on a deeper level will provide a roadmap for tailoring your approach. For example, executive roles are more likely to respond to headhunting on LinkedIn, while tradespeople might respond better to ads on Facebook or local job boards.
Cross-post across platforms such as Indeed, LinkedIn, and Irish Jobs to get the maximum spread of applications. For additional reach, post the job on social media and get members of your team to share it.
Leverage Employer Branding
Your employer brand is your reputation as a workplace. A strong employer brand can make all the difference when it comes to attracting top talent. Highlight what makes your company a great place to work, with a heavy focus on benefits such as hybrid working, pensions, healthcare or paid overtime. Collect testimonials from current employees or by asking them to leave a positive rating on Glassdoor.
Research by LinkedIn reveals that 75% of jobseekers consider an employer’s brand before even applying for a role. This shows the importance of building a compelling narrative about your organisation.
Be Flexible With Job Requirements
Sometimes, the perfect candidate simply doesn’t exist—or they do, but they’re not looking for a new role, or they are missing one or two qualifications. Instead of waiting for the “perfect” candidate, it’s important to manage your expectations about the existing talent pool. Consider hiring someone with the right potential and upskilling them. Offering training programs or apprenticeships can widen your talent pool and show your commitment to employee growth.
Organisations like Skillnet Ireland offer resources and funding to help businesses develop training programs, making this approach more accessible.
Tap Into Passive Talent
Passive candidates—those not actively job hunting—often hold the skills and experience you’re looking for. Reaching out through platforms like LinkedIn or attending industry events can help you connect with these individuals.
Did you know passive candidates account for 70% of the global workforce? That’s a significant opportunity waiting to be tapped into! Use a personalised outreach and showcase how the role aligns with their career goals (sweetening the deal by stating the salary and benefits).
Offer Competitive Compensation and Clear Progression
For hard-to-fill roles, it’s often necessary to go above and beyond industry standards on salary. If you can’t bend on salary, make sure to highlight other perks that increase the value of the offer. Remember most employees don’t leave their job due to issues with pay; in fact, Forbes found in a survey that the top reason employees leave is due to no clear career path. Offering professional development sponsorship and a clear path for progression will make your offer more attractive.
Streamline the Hiring Process
A lengthy or overly complicated hiring process, in a candidate-driven market, is sure to deter some of the best talent. An excellent candidate always has other offers and options available, so if you wait too long in the current market, you’re risking losing that talent to a competitor. Ensure your application process is user-friendly and provides timely feedback. Utilise video interviews wherever possible for first rounds to increase efficiency. Automating certain steps can also save time and improve the candidate experience.
Partner With Recruitment Experts
Sourcing talent for hard-to-fill roles takes time, resources and budgets that aren’t available to every hiring manager. Sometimes, outsourcing the challenge is the smartest move. Recruitment agencies can bring invaluable industry expertise and access to a wider network. For instance, at Elite Talent Hub, we specialise in custom recruitment solutions across a broad range of industries. We deploy all the methods discussed in this article – and more – to ensure you fill critical roles quickly with the right talent that will grow your business.
Final Thoughts
Filling hard-to-fill positions requires a multi-faceted approach. By understanding your audience, building a strong employer brand, and being flexible, you can significantly improve your chances of finding the perfect candidate. It’s not always an overnight fix, but with persistence and the right strategies, you’ll be well on your way to success!
What strategies have worked for your organisation? Let us know in the comments orget in touch to learn how we can help with your recruitment needs!