In this blog we’ll have a look at 3 key reasons job roles can be difficult to fill and what you can do to fill those hard to fill vacancies.
Your employees are the cornerstone of your business or organisation. They are the foundation upon which you attempt to successfully achieve your goals. So it’s only right that when it comes to recruiting, you don’t settle for just anybody. You want to find the employees that fit your company’s philosophy and requirements best. In some circumstances however, this is a lot easier said than done. Here are 3 major reasons why it might be difficult to fill a job vacancy and what you can do about it to get the right candidate into the role when you need them:
#1: It’s a Niche Role
You’re an employer looking to fill a vacancy at your company. Let’s say for example your company makes specialist kitchen appliances for commercial purposes and the vacancy you want to fill is in your product design department. The job role therefore would be commercial kitchen appliance designer, which could certainly be described as a niche occupation.
By nature, a niche role has a lot of requirements. In this example the ideal candidate would have to not only have an eye for product design, but also an understanding of electrical engineering as well as experience working with commercial facilities, on top of any other traits, skills or experience that meet your company’s ethos.
This can make hiring for a niche role rather difficult. For starters, job requirements act like candidate filters, the more you have for any particular vacancy, the less applications you will get. Furthermore, candidates that do apply may not meet all the requirements or have the desired specialities.
There are several potential solutions to this problem. Firstly, you could consider candidates who may not meet all the requirements initially and offer them in house training. So, going back to our example, a candidate who had previous experience of designing electrical appliances for the home could be taken on and given the necessary training to become proficient at designing commercial units.
Alternatively, if you wanted to avoid the time and cost of training someone on the job, your recruitment search could be tailored to find those specialised candidates most suitable for the role. One way of doing this would be to find and target institutions that train people with a specialisation in that same area, for example one university may offer a product design course with a module in commercial electronics. If possible, it would be wise to make an arrangement with said university whereby you could give a guest lecture to everyone on that course each year with a recruitment emphasis.
Using our recruitment web app and staff management tool – qyiik, is also a great way to find talent for specific business needs. When searching for candidates it allows you to easily toggle thousands of skillsets, experiences and qualifications as well as filter for distance, availability, salary demands and more to find those most suitable for a niche job role.
#2: The Job Location is Limiting Your Options
Another factor that could potentially make recruiting for a vacant position difficult is an employer’s geographical location. If the vacancy is based outside of the major cities, it may be the case that there is a shortage of candidates with the right attributes for the job within the local vicinity, which can make the process of finding the right talent for the job extra challenging.
In this situation it would be a good idea to consider the demographic of candidates you’re contemplating for the role to increase your chances of persuading someone to relocate. It is likely that people with families would be more reluctant to up sticks than younger candidates with no dependents. In contrast recent graduates may be more open minded in terms of relocating for a job as they have likely been living in a new town or city for the past few years. Therefore, whilst it may not always be plausible if the vacant role is a senior position, it can be beneficial to look at hiring graduates and young people for roles in more remote locations.
Offering assistance with the process of relocating may further help attract candidates to your vacancy. There are several ways in which this can be done such as assisting with finding suitable accommodation, making a contribution towards travel costs or putting candidates in touch with recommended estate agents.
#3: You Can’t Offer a Large Salary
From a recruitment perspective, it is advantageous to offer the best salary you realistically can for a role. Naturally, a larger salary will attract more candidates as well as likely attracting higher calibre candidates with more skills, qualifications and experience. In an ideal world we would pay all of our employees huge salaries so they’d never want to look elsewhere. As we know however, this isn’t always plausible, particularly if you are a charity, non-profit or an SME. These organisations may find it difficult to compete with larger companies when it comes to salaries, which in turn can make filling a vacancy more difficult.
So how can they go about attracting applicants to a role if they are unable to offer salaries as competitive as other companies? Well interestingly, there are many aspects of a job role that consistently rank higher than salary in surveys of what people want from a job. ‘Meaningful’ work, respect from employers, job security and the opportunity to use skills and abilities are amongst the job aspects that come out as the most important for applicants and/or employees. Work that candidates consider meaningful is particularly relevant to the charities and non-profit organisations that are unable to offer large salaries.
Let’s say for example you are charity advertising a store manager role for one of your high street charity shops. The likelihood is you will be unable to match the salaries offered for similar roles by supermarkets or chain high street fashion shops, so it’s important in your recruitment process to really highlight the importance of the work your charity does. This will separate your vacancy out from others and hopefully attract those candidates that suit your organisation’s ethos best.
Similarly, it’s important to highlight all the other benefits of working for your organisation whether it be flexible working hours, a friendly work atmosphere or the opportunity for progress and development. It might also be worth considering offering job perks such as casual Fridays or gym discounts to boost your appeal as an employer.
To help you find the ideal candidates for your hard to fill vacancies, why not sign up to qyiik today and check out thousands of jobseekers. The platform also allows you to compile a shortlist, contact and hire any candidates you wish, helping you to attract and hire top talent. Find out more and register for free here: http://bit.ly/2FU6ehn