How to navigate talent droughts: A guide for non-professional recruiters

In competitive job market, recruiting can be a challenging task, especially when faced with a shortage of professionals in your industry or your professional field.

We are currently facing both an oversupply of workforce and a shortage of skilled professionals simultaneously. Additionally, in economically challenging times, those with secure employment may find it difficult to be enticed to seek new job opportunities unless there are compelling reasons to leave their current positions.

As a supervisor taking on the role of a recruiter, it's essential to adopt creative and strategic approaches to attract and retain top-notch candidates. In this blog post, we'll explore some effective strategies to help especially non-professional recruiters navigate talent droughts successfully. In addition, and unfortunately, decisions often have to be made quickly due to fierce competition for skilled individuals.

1. Develop a comprehensive recruitment strategy

Begin by crafting a well-thought-out recruitment strategy that aligns with your organization's goals and values. Identify the key skills and qualities required for success in the vacant position. By having a clear plan in place, you'll be better equipped to focus your efforts on attracting candidates who can thrive in your unique work environment.

2. Consider alternative qualifications or experiences that may be transferable

Employers sometimes have the fixation that a new hire must come from the same industry and have a similar educational background as their predecessor, for instance. Additionally, the individual's working style should align with the organisational culture. In Swedish, they say that similar children play best together, but does this foster the birth of new ideas?

I argue that diversity, a term often thrown around with enthusiasm but seldom realised, would yield significantly better results than hiring a clone of the predecessor. Of course, this requires patience in on-boarding the new person, but the outcome can bring forth fresh perspectives and thus better results.

Expanding one's thoughts brings meaning to one's work as well. It goes without saying that there must be a readiness for this broadening of perspectives even from the higher-ups of the recruiting supervisor.

3. Invest in training and development programs

Consider hiring candidates with potential and invest in their training and development. Non-traditional candidates may bring diverse perspectives and skills that can positively impact your team and your business. Implement on-the-job training programs and mentorship opportunities to help these individuals grow and contribute effectively to your organisation.

4. Highlight unique benefits and perks

In a talent drought, it's crucial to make your organisation stand out. Highlight unique benefits and perks that set your workplace apart from others. This could include flexible work arrangements, professional development opportunities, wellness programs, or any other enticing offerings that cater to the needs and desires of potential candidates. Demonstrating that your organisation values work-life balance and employee well-being can be a powerful attraction factor.

5. Emphasise company culture and values

In a competitive job market, candidates are not only looking for a job; they are seeking a workplace that aligns with their values. Communicate your company's culture, mission, and values throughout the recruitment process. Make sure your company keeps what you promise: Words are cheap, and actions speak louder than words.

6. Time is of the essence

In today's recruitment landscape, speed is the key. Interview intriguing candidates as quickly as possible, sell the role and your organisation using accurate and truthful arguments, and express your interest in the candidates during the interview if you find them compelling. The attitude of 'Let's see if you're a fit for us' is no longer effective. On the contrary, often the situation is that the candidate is contemplating whether the employer is a fit for them.

Progress swiftly to the next steps, whether they involve psychological tests, meetings with your superiors, or team interviews. The more conversations you have with the candidates in a relatively tight schedule, the faster you gain an understanding of whether there's a match. And just to remind you: you should engage in discussions with multiple candidates - recruitment is labor-intensive, so don't assume you'll conclude by only progressing with one candidate at a time. On the other hand, in many fields, it's unrealistic to expect to find several star candidates; sometimes, finding even one or two can be challenging.

I've met a recruiter from a Nordic multinational corporation who makes decisions based on a half-hour Teams interview after thoroughly reviewing the person's resume. She effectively sells the role while conducting a rigorous but brief interview using carefully selected questions. She leverages the candidate's enthusiasm efficiently, emphasising that promptness in decision-making is paramount in today's competitive job market.

7. Communicate effectively and timely

Avoid leaving candidates uncertain about their status. Hesitation and playing it safe, such as keeping less promising candidates in suspense, can create a negative perception of your company. Other employers may seize the opportunity and hire them while you contemplate your decision. Therefore, it is crucial to provide clear and timely communication to convey your level of interest in potential candidates