3 Tips For Filling Hard-To-Fill Positions

Finding the best candidates who can fit within your culture and contribute positively to your organization is an opportunity and a challenge at the same time. Retaining the best candidates you have hired becomes busy when you follow certain cautions while hiring the candidates in the first place. Many companies are going for the best headhunting company in Germany as they can find you the right candidates faster with less hassle on your part. 

Below tips will help you fill the hard-to-fill positions:

1.Improve Your Candidate Pool

Companies that are considering only those employees who came seeking opportunities after looking at your ad are missing out on a huge of potential candidates that are passive and are not looking for any opportunity right now. Having the top recruitment company in Germany can immensely help but in case you still have decided to take matters in your hands, here are a few tips:

a.       Invest time in developing relationships with other recruiters and university placement offices.

b.  Encourage your recruitment staff to actively participate in industry professional conferences and associations.

c.     Keep an eye on the online job boards for potential candidates.

d.      Use professional websites and magazines to advertise for your job vacancies.

e.      Try to find potential employees on LinkedIn.

The idea is to build the candidate pool before you actually need it. This would help you save time when the need arises.

2. Look First At In-House Candidates

Studies show that providing promotional and lateral opportunities to the current employees increases the loyalty towards the company and positively boosts their morale. So always look within your organization and try to find any potential candidate who can take up the given vacant position. You can work towards merging the two roles if they are closely related or bring up the ladder a potential employee who has given a promising performance in the past. This also helps with the overall retention rate as any company that has a clear growth plan for an employee can expect them to stay longer.

3. Prefer Culture Over Skills

As we said in the beginning, when it comes down to two or three employees, it should always be a decision based on culture over skill. Skills can be taught in less time and would further fire up the positive attitude in the employee but people with not the right attitude or that are not suitable for your company culture can do more harm than good, leaving you to scout for another candidate very soon for the similar position. 

Ask case studies in the interview and questions on how they would solve a given problem. Drawing instances from their past work could be a great way to judge a candidate on parameters like team building, problem-solving, performance under pressure and so on.