{"id":14469,"date":"2016-11-29T14:53:28","date_gmt":"2016-11-29T19:53:28","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=14469"},"modified":"2016-11-29T14:54:25","modified_gmt":"2016-11-29T19:54:25","slug":"creative-ways-overcome-talent-shortages","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/creative-ways-overcome-talent-shortages\/","title":{"rendered":"Creative Ways to Overcome Talent Shortages"},"content":{"rendered":"

Tech. Sales. Engineering. If these terms make you cringe, you\u2019ve probably been dealing with talent shortages. Manpower\u2019s 2016-17 Talent Shortage Survey<\/a> found the hardest roles to fill are those in the skilled trades, sales, IT and engineering and it’s all because of skills shortages.<\/p>\n

To bridge the gaps, recruitment agencies have to seek out new strategies to find qualified candidates. Here are a few creative ideas to help you deal with talent shortages.<\/p>\n

Skilled Trades: Use Social Media<\/h3>\n

Chances are, your social media game is already pretty strong, but you may not be targeting the right candidates with it \u2014 and that can hurt when you\u2019re looking for people in the skilled trades.<\/p>\n

One of the biggest reasons it\u2019s hard to source skilled-trades workers is demographics: Economic Modeling Specialists International<\/a> says almost 19 percent of all skilled-trades workers are nearing retirement age, and more than half are older than 45. There\u2019s a shortage of workers anyway, and many of them aren\u2019t in the top demographic for using social media. With these candidates, recruitment agencies may be more likely to rely on phone contact and other tactics to source them.<\/p>\n

But demographics can work the other way as well: Younger candidate pools tend to be more socially savvy. As millennials finish apprenticeships or trade-school degrees, they\u2019ll be looking for jobs online and perusing social media for opportunities. Ensure your social recruiting<\/a> includes skilled-trades targets to cast the net as widely as possible.<\/p>\n

Tech: Look at Portfolio Sites<\/h3>\n

Finding people with IT skills is a perennial challenge \u2014 IT staff ranked second on Manpower\u2019s list of hard-to-find candidates, and any recruitment agency knows that dealing with these talent shortages is a major issue for clients. One idea is to go where the candidates are \u2014 and it\u2019s not always where you think.<\/p>\n

Instead of using traditional sites like LinkedIn, some people with strong technical skills congregate in specialized communities where they can showcase portfolios of their achievements. GitHub<\/a>, for example, is an online community where software developers share ideas and show off their skills. These specialized sites can be a great place for recruiters to source highly skilled IT candidates.<\/p>\n

Sales: Build a Pipeline Before You Have a Need<\/h3>\n

As part of your creative strategy, dedicate some time to looking for candidates when you don\u2019t need them. This may seem counterintuitive \u2014 after all, you need candidates with skills now \u2014 but it’s important to spend part of your time building a bench of solid candidates to prepare for future needs.<\/p>\n

This is especially useful for sales. A survey by Bridge Group<\/a> says more than a third of currently employed salespeople will turn over in the next year, which means a sizable chunk of now-employed salespeople are likely to be available for your candidate pool when you need them down the road. Cultivating relationships over time will ensure you\u2019re the one they call when they want to move on.<\/p>\n

All Roles: Dig Deeper<\/h3>\n

We know an applicant tracking system<\/a> is often seen as the best source for candidates. But are you doing the right searches to find what you need?<\/p>\n

Cross-referencing your ATS with social networks, search engines and talent communities can show you candidates\u2019 updated skills and experiences. And don\u2019t eliminate candidates just because they\u2019ve gotten a new job recently \u2014 it doesn\u2019t mean they\u2019re happy with it. According to Gallup<\/a>, 40 percent of employees aren\u2019t engaged during what\u2019s supposed to be a \u201choneymoon\u201d period \u2014 the first six months of their work.<\/p>\n

Tech tools and building relationships are always a key part of sourcing candidates. By refocusing these tactics and widening your scope, you\u2019re likely to be more successful in sourcing hard-to-find skills.<\/p>\n","protected":false},"excerpt":{"rendered":"

Tech. Sales. Engineering. If these terms make you cringe, you\u2019ve probably been dealing with talent shortages. Manpower\u2019s 2016-17 Talent Shortage Survey found the hardest roles to fill are those in the skilled trades, sales, IT and engineering and it’s all because of skills shortages. To bridge the gaps, recruitment agencies have to seek out new strategies […]<\/p>\n","protected":false},"author":128,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-14469","post","type-post","status-publish","format-standard","hentry"],"acf":[],"yoast_head":"\nCreative Ways to Overcome Talent Shortages - Bullhorn AU<\/title>\n<meta name=\"description\" content=\"Recruitment insights for Asia-Pacific: AI hiring trends, ATS tips, and growth strategies to help Australian recruitment agencies win more business. 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