In yesterday’s Advisor, we talked about how some positions just seem impossible to fill, and we provided some tips for getting more applicants for these roles.
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But that was just the beginning—here are even more tips for recruiters who have tough-to-fill vacancies:
- Don’t ignore current employees. Current employees can be a resource in multiple ways. First and foremost, if open positions are not being marketed to existing employees, consider whether this might be a way to get more interest from within the organization. Of course, hiring from within means you now have another vacant position to fill, but the position left vacant may be at a level that is easier to get applicants. Employees can also be a great source of applicant referrals—especially if you provide a referral bonus. A referral bonus can be a way to get employees thinking like recruiters and taking the time to provide referral information they may not have otherwise considered.
- Consider actively pursuing passive candidates. Passive candidates are those who are not actively job hunting but who may be open to switching jobs. The key is to find them and initiate contact. Social media is a good place to start. Employee referrals can be another way to connect with passive candidates.
- Reassess the pay and benefits on offer. Sometimes, the simplest thing really is the right answer. Sometimes, when a position is difficult to fill, it could be because the pay and/or benefits are not aligned with what the market shows to be an appropriate level for that position. If it hasn’t been done recently, do a market salary comparison to ensure that the pay level is appropriate and will attract the level of talent you’re searching for.
- Review the external employer reputation. Does your organization have negative reviews on job boards or other forums where applicants research information about potential employers? Is this even something that has been reviewed internally? If not, it may be time to review such things and take the feedback into account. While there may not be much you can do to remove negative online comments, there are things you can do to counter it. Start by internally addressing any criticism—see if the comments have merit, and if so, do something about them to reduce the likelihood of having more negative comments in the future. Another action to take is to work on getting more positive press out there. Get employees and the public engaged in positive ways online so that these are the results people find when researching the organization. Last, but not least, consider actively working on improving your employer brand.
Some of these ideas are clearly more traditional, others less so. But if it means the difference between filling a role with a quality hire and letting a vacancy sit open for months on end, perhaps it’s worth considering all options.