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How Do I Find Candidates For Hard To Find Vacancies?

We regularly see the struggles that clients face when it comes to finding qualified candidates for specialised or high-demand vacancies. This talent shortage is particularly pronounced in competitive industries such as technology, healthcare, and finance, where the demand for skilled professionals often outpaces the supply.

One of the primary reasons for this challenge is the rapid pace of technological advancement and the emergence of new, niche skill sets. As companies seek to stay ahead of the curve and adopt cutting-edge technologies, they require candidates with specific expertise and experience. However, the education system and professional development programs often lag behind, resulting in a scarcity of candidates with the desired qualifications.

Moreover, in highly competitive industries, top talent is often already employed and not actively seeking new opportunities. This makes it difficult for companies to attract and recruit these individuals, as they must rely on passive candidate sourcing strategies and compelling job offers to entice them away from their current roles.

To overcome this challenge, we often recommend that clients adopt a multi-faceted approach to talent acquisition. One effective strategy is to partner with educational institutions and professional associations to develop tailored training programs that align with the company’s specific skill requirements. By investing in the development of future talent, clients can create a pipeline of qualified candidates who are well-equipped to meet their needs.

For example, a leading software company in London faced a significant challenge in finding experienced machine learning engineers to support their rapidly growing artificial intelligence division. To address this issue, they collaborated with a renowned university to create a specialised master’s program in machine learning. The company provided input on the curriculum, offered internships to top-performing students, and committed to hiring a certain number of graduates each year. This innovative approach not only helped the company secure a steady stream of qualified candidates but also positioned them as an employer of choice within the industry.

Another solution is to embrace remote work and expand the talent search beyond geographical boundaries. With the rise of remote work technologies and the increasing acceptance of flexible work arrangements, clients can now access a much larger pool of candidates from around the world. By offering remote positions and investing in the necessary infrastructure and support systems, companies can attract highly skilled professionals who may not be available in their local market.

A case in point is a Manchester-based fintech start-up that was struggling to find experienced blockchain developers in the UK. By opening up their search to remote candidates and leveraging online platforms and communities, they were able to identify and hire top talent from Eastern Europe and Asia. This not only helped them overcome the local talent shortage but also brought a diverse range of perspectives and experiences to their team, fostering innovation and creativity.

Lastly, we often advise clients to focus on employee retention and development as a means of addressing the talent shortage. By creating a strong employer brand, offering competitive compensation and benefits, and investing in the professional growth of their employees, companies can reduce turnover and build a loyal, highly skilled workforce. This, in turn, reduces the need for constant recruitment and allows the company to cultivate the specific skill sets they require in-house.

A notable example is a Birmingham-based healthcare company that faced ongoing challenges in recruiting and retaining specialised nurses. To combat this issue, they implemented a comprehensive employee development program that included mentorship, leadership training, and opportunities for specialised certifications. They also introduced flexible work schedules and generous family-friendly policies. As a result, the company saw a significant reduction in turnover and an increase in employee referrals, which helped them build a stable, highly qualified nursing team.

Although the talent shortage for specialised and high-demand roles is a complex challenge that requires a multi-pronged approach, by partnering with educational institutions, embracing remote work, and focusing on employee retention and development, clients can overcome this hurdle and build the skilled, adaptable workforce they need to thrive in today’s competitive landscape.

Contact us today for personalised advice and support.

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