How Recruiters Find the Right Talent for Hard to Fill Roles 

In today’s job landscape, there can be plenty of jobs and not enough people, limited jobs and an overflow of people, or roles that are very niche and need a candidate with a specific skillset. This is when having strong recruiting strategies for hard to fill roles is crucial.  

Start With Hiring Managers Insight 

One of the most important parts of filling hard to fill roles should be connecting with the hiring manager. Understanding their perspective will help build that foundation and help you better understand what type of candidate you should be looking for. Ask them how they would explain the role in their own words and what thriving looks like in that role. This will provide you with special nuances and technical needs beyond what is in the job description.  

Revisit the Talent Pool for Hard to Fill Roles

When it comes to sourcing for hard to fill roles, keep your strategies open. Be flexible and realize that your best option may not come from the traditional channels, so try to think outside the box. Revisit the job posting after a couple weeks and see if any new candidates have entered the market. Sometimes the right candidate may not be looking for a job at that time, or they may not fit the traditional mold. You would be surprised how often the right candidate falls into your lap if you realize that timing can make all the difference.  

Match Candidates Beyond the Resume 

For hard to fill roles like internships or specialized positions, it’s important to feel out what the candidates career goals are and how they will align with the company. Take into account work history, time in the desired industry, and why they believe in the company’s mission. Understanding what motivates a candidate will help you make sure you aren’t just filling a role and placing them in a job, but giving them an opportunity to build a career. 

At the end of the day, you have to be thoughtful in your approach when trying to place a candidate in a hard-to-fill role. Always remember to be patient and take your time vetting candidates so that you aren’t doing a disservice to the company and the candidate if the fit ends up not aligning.