Six tips for hiring in a skills-short market
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HOW TO HIRE IN A SKILLS SHORT MARKET
You're a great manager with a network of trusted contacts and a track record of managing top talent. But it's a tough old world out there, and when you’re recruiting it always seems the market is short of skills, but the pressure is still on for you to deliver.
Senior leaders are under pressure to deliver results, in recruitment and beyond. As a result, organisational leaders need strategies to improve access to talent and broaden hiring scope. At Hays, we understand this ongoing struggle. In fact, 38% of leaders say that the skills gap at their company has worsened in the last year.
If your organisation is experiencing a similar challenge in response to skilled labour shortages, it’s time to adapt your approach. Here are a few tips to elevate your recruitment efforts and gain a competitive edge in a challenging market.
1. Explore new recruitment platforms and approaches
Many recruitment campaigns start with job boards. However, with saturated competition and only a small percentage of active job seekers, this approach has limitations. 75% of the workforce are 'passive candidates'. These individuals aren’t actively searching but would consider a new role if it were the right fit.
Be present where your audience scrolls
Instead of targeting active jobseekers, find out where the talent is and go there. Don't just wait for applicants to come to you. Work with hiring managers within your organisation to identify industry-specific sites, forums and social media channels. Increase your presence and promote your roles where your target audience are likely to see it.
Incentivise referrals from existing employees
Leverage the connections of existing employees. Referrals are one of the most effective recruitment tools. Employees often have highly skilled contacts who may be your next hire. Make sure you're making the most of your own networks to combat the effects of the skills-short market.
2. Stand out from the competition
In a skills-short market, highly skilled workers will likely interview for several roles. To attract these candidates, your organisation needs to stand out from the rest. Showcase what you offer beyond a paycheck.
If you're struggling to recruit, focus on what makes your organisation a great place to work. It may sound obvious, but many job adverts neglect to explain employee benefits clearly. You must be more specific than simply offering ‘competitive pay’.
Showcase your employer brand offering
In a skills-short market, hiring top talent requires a valuable benefits package. Be explicit about what you’re willing to offer in return for high demand skills. Hays’ research has shown that certain factors are key in candidate decision-making. Highlight perks such as training and development, flexible working arrangements and growth opportunities. If you offer competitive benefits, a supportive work culture, or impactful projects, make these clear throughout the hiring process. These benefits can make you stand out, especially if increasing salaries is not an option.
3. Embrace skills-based hiring to widen your scope
If you're struggling to find the right people, consider a skills-based hiring approach to bridge the skills gap. Look for candidates with potential, transferable skills and a willingness to learn. These attributes can often be more valuable than a candidate who ticks all the boxes. Research by McLean & Company indicates that 61% of business leaders believe employee skillsets will need to change almost completely by 2030.
A skills-based approach to recruitment could future-proof your team.
Explore the opportunities in-house
Many leaders are so focused on their department, that they overlook potential elsewhere within the business. Transferring existing employees from other parts of the business can help to fill skills-gap roles. You may even benefit from fresh perspectives to existing challenges.
For many employees, onboarding to the company culture and ways of working can be time-consuming. Hiring from in-house can expedite this step. You can then reallocate time and resources for training on relevant ‘hard’ skills.
By broadening your hiring criteria, you can encourage a flexible and agile workforce that meets evolving needs. You can also save recruitment costs and foster a culture of long-term staff retention.
Hire for culture as well as capability
At Hays, we believe there are benefits to prioritising personality in hiring. Look for shared values, enthusiasm and a willingness to learn. These specific skills can be hard to find in the labour market, so we mustn’t dismiss the value of soft skills.
4. Don't overlook contractors and temporary talent
In a skills-short market, contractors or temporary workers can be particularly valuable. Contract talent brings specialised expertise, allowing you to fill critical skills gaps without committing to a long-term hire.
Contractors often adapt quickly to new environments, providing the skills you need while maintaining workforce flexibility. What’s more, contingent workers often complete training and qualifications in their own time.
5. Keep candidates engaged throughout the hiring process
Finding the right candidate isn't the end of the recruitment journey. In the context of a skills shortage, it’s critical to keep candidates engaged and interested in the role after their interview.
When defining your hiring processes, work with your HR team or recruiters to define clear service-level agreements (SLAs). Your strategy should guarantee:
- Quick, informative responses to pre-interview questions.
- A short gap between interview stages.
- Adherence to a structured recruitment timeline.
Remember: valuable candidates may have other offers on the table. Key drivers in their decision could be as marginal as which company seemed the most switched on.
6. Make sure you're the candidate's first choice
Prevent a candidate from accepting another offer in a skills short market by making your company their first choice. A competitive benefits package isn’t always enough - you must nurture a personal relationship with the candidate too.
Train hiring managers for best practice interviews
It’s important to make candidates feel at ease during their interview. Candidates should feel inspired to join the team. We don’t want applicants to feel like you’re trying to catch them out.
Host internal training for any team members who are involved in the hiring process. Encourage the team to showcase your company's values and work culture in a positive light.
Allocate clear responsibilities for each team member
Having a single point of contact throughout the recruitment process is beneficial for candidates. The approach maintains a familiar thread of continuity for candidates. It can also nurture a personal relationship with in-demand talent.
However, don’t let members of the hiring team become bottlenecks or slow your process down. If you’re using an internal or external recruiter, remember the importance of speed. Maintain a top-level view of where all candidates are in their journey. Where necessary, act as a point of escalation to get feedback to a candidate without delay.
Your new skills-short market hiring strategy
There are a number of ways you can protect your team from suffering in a skills short market. A well-thought-out retention and recruitment strategy is an essential foundation. Adapt your approach to meet market and recruitment trends and maintain an open mind.
If you need further support to improve your recruitment strategy, contact the teams at Hays. Our expert recruitment team can help you to build a workforce able to navigate today’s candidate short market.
Learn more about how to hire employees in a skills-short market
- 6 ways to improve your candidate experience
- How the talent shortage will change your hiring methods
- How to futureproof your business with early career talent
AUTHOR
Patrick Mannall
Senior Service Delivery Director, Hays
Patrick is one of our most experienced Service Delivery Directors with 18 years’ experience in designing, implementing multi-country talent and contingent workforce strategies for enterprise clients. With a proven track record of managing outsourced services for global clients across multiple geographies and industries, he partners with some of our largest multi-country customers, supporting a portfolio of clients across 24 countries.