According to research by specialist recruiter Robert Half, 92 per cent of HR directors are finding it difficult to source skilled professionals.
In the UK in particular, skills shortages are being reported in sectors such as IT, engineering, and health and social care.
But however challenging it might be, it’s vital that businesses have clear processes in place to maximise their chances of finding the right people to strengthen their workforce.
Here are a few strategies that could help to ensure your company’s hiring efforts are successful.
Get the job description right
The job description is the first piece of information applicants are likely to receive about the role on offer, so it’s vital to present it in a way that attracts the sort of candidates you need.
Taking the traditional approach of simply writing a list of job requirements and responsibilities might have the unwanted effect of putting off the talented, experienced individuals you are targeting.
It can prove beneficial to describe the sort of personality traits you are looking for, and to outline what the company can offer to candidates, rather than simply listing a series of demands and expectations for applicants to comply with.
Match candidates with company culture
When you are interviewing and evaluating potential hires, give some close thought to whether they seem like the sort of person who will fit in with your company culture.
If you commit to hiring someone who is unlikely to fit in with the way of doing things at your business, you run the risk of wasting time and money not only for the organisation, but for the individual candidate.
Look to the long-term
Permanent hires should be seen as a long-term investment, so think about the value that this person will provide for your enterprise over a sustained period of time.
If you are willing to invest in training and development for individuals with raw potential, your company could reap the benefits for many years to come.
In an article for People Management, Phil Sheridan, senior managing director at Robert Half, stressed the importance of looking to the future, even when immediate needs feel more pressing.
“Businesses are changing rapidly to negotiate the digital shift, so it’s worth considering which candidate suits your business’ long-term plans,” he advised. “Assess which one displays a wider range of useful technical skills, an interest in learning and development or good leadership potential.”
Don’t overlook soft skills
Proven, tangible capabilities in key business areas are important, of course, but it can be equally valuable to look for candidates who possess those soft skills that are harder to teach.
Good interpersonal skills, emotional intelligence and the ability to communicate comfortably and effectively with anyone – from co-workers to clients – can make a big contribution to the successful running of a business.
If you can find an enthusiastic, committed candidate with these sorts of traits, it’s highly possible that they could learn other capabilities required to help take your company forward.
Posted by Julie Tucker
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