ManpowerGroup’s trend report indicates that 40% of global employers are encountering talent shortages. During talent shortages such as this, it’s important to focus on the candidate experience and what can be done to improve it. For roles that are particularly difficult to recruit, creating a candidate experience that welcomes candidates and respects their time should be a priority. The struggles of recruiting in niche industries during a talent shortage were addressed by recruiters this week, as were their strategies for creating amazing candidate experiences to combat this.

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7 Candidate Problems and How to Get Ahead of Them.

By William Tincup

Tincup identifies some of the issues that the candidate-driven market has created for recruiters. These issues range from accommodating the demands of top talent to managing increasingly heavy workloads. Tincup offers his advice for dealing with different types of candidates and some of the issues that frequently arise when working with top candidates.
The main point addressed here though, is that candidates are now requiring frequent and transparent communication during the recruiting process. They want honest feedback so that they can learn and grow throughout the process. It can be difficult to field all of the varying needs and conditions that candidates ask for, especially during hectic periods. When this happens though, it’s important to remember the value of continued candidate relationships and how beneficial candidate referrals can be.

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Want Your Candidate to Accept your Offer? You Better Get the Risk Premium Right.

By Pierre Collowald

Collowald urges us to understand the risk premium for candidates making career moves. Changing jobs is difficult and can be overwhelming. After all, joining a new team is challenging regardless of how great their culture is. Because of this, recruiters and the companies they represent must be willing to provide an offer that makes the risks and stresses of a move worth it.

How? They must appeal to candidates in one of three ways. They must attract candidates:

  1. Through the company’s brand
  2. By offering additional and exciting job responsibilities
  3. With improved compensation

One of these factors must be strong enough to win top talent. As a recruiter, you might be able to identify which factors will draw in particular candidates, and how to flaunt these attributes at the appropriate times.

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Hiring Process, Interviews, Candidate Experience: Key Tips to Help You Survive a Talent Shortage.

By Carly Samuels

Samuels offers great advice that’s helpful for recruiters in fields facing talent shortages. There’s no doubt that many markets, including development and construction, are facing an immense need for qualified talent to fill long-vacant roles. Even as a recruiter in a niche field, it can be difficult to find the right candidates for the job. When you do find candidates that are a fit, it’s important to ensure that they have the best experience possible when interviewing. Samuels recommends considering the following factors and creating a welcoming environment for interviewees:

  • When recruiting for a position that is particularly hard to fill, you must make sure that you are able to respond to candidates’ inquiries in a timely manner.
  • Candidates have the potential to become customers, and you risk losing their loyalties if they are treated poorly during the application and interview process.
  • During the interview process, make sure that you allow candidates to ask any questions that they may have and give them opportunities to meet the team and hiring managers.

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Winning the Legal Talent War.

By Sheldon Carlisle

Competition for legal talent has always been tough. To attract the best legal talent, top firms must become more accommodating to the needs of their candidates. As Carlisle points out, some of the push and pull factors that legal candidates often use as deciding factors include:

  • Flexible scheduling is a pull factor for 70% of legal talent according to Hays’ UK Salary & Recruiting Trends 2017.
  • Candidates want to know what their career progression looks like. Giving them access to an outlined career plan is reassuring, and something that many in the legal field crave.
  • Because culture is such an important factor in the decision-making process, allowing candidates to meet the team will be an important part of their decision.
  • As with any field, increasing the speed of the hiring process yields great results.
  • With so many firms competing for talent, it’s important to have a strong emphasis on retention to keep the great talent you’ve procured.

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Are Talent Shortages a Greater Long-Term Threat Than Low Oil Prices?

By Chris Reinsvold

Who would have thought that talent shortages are a bigger concern to oil and gas execs than unfavorable pricing? According to a survey put out by Reinsvold and Associates, this is the case due to a few factors hindering industry hiring. Knowing that industries with hiring demands often turn to recruiters, it’s important to understand how you can begin to network and find talent in this niche. Many of the long-term talent issues that this market faces have to do with the retirement of key employees. This has been exasperated by a lack of interest in the field from talented engineers, leaders, and technical support. Creating strong ties and networks with people in those roles will be beneficial to recruiters looking to form solid relationships in the coming years, as hiring in this field becomes increasingly challenging.

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