Effective Recruiting Strategies For Filling Empty Positions in Your Organization

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61% of employers believe that their biggest recruiting challenge is finding qualified, experienced hires.

Recruiting the right talent can be a lot of work for recruiting managers in today's workforce. A report by Deloitte 2019 shows that 61% of employers believe their biggest recruiting challenge is finding qualified, experienced hires. While there are other challenges, such as ineffective recruiting technology, the inability to design an appealing job offer, and onboarding employees in a timely manner, managers must seek alternative actions to fill empty positions in their operations.

Here are some helpful tips to improve your recruitment practices:

• Research shows that an employer can be successful in their recruiting practices if they highlight the company’s culture and values.

• Focus on the skillsets of your internal employees and move them into available positions. Reskilling internal employees can save the organization money in the long run.

• Provide transparency on open positions across all departments.

• Consider recruiting freelancers and contractors depending on the skill needed to deliver specific outcomes.

• Leverage new recruiting technology such as Artificial Intelligence, predictive analytics, and machine learning that can use internal and external data to select the best candidates.

• Leverage job and talent networks to source skilled talents such as UpWork, Fiverr, 99Designs, and The Mom Project.

Other recruiting strategies that can be considered are but are not limited to:

• Develop an employee referral program by offering employees incentives and rewards for referring suitable talents for job openings.

• Maximize brand awareness by highlighting your organization's beliefs and the value the company brings to current and potential employees.

• Create the right candidate persona in job descriptions that represent the ideal candidate for the job so that the applicant can quickly identify the required educational background, skills, qualifications, and work experience.

• Expand your sourcing strategies so that you can promote a diverse workforce by recruiting in places such as university and college programs, networking events, LinkedIn, conferences, and social media.

We encourage knowledge sharing and thoughtful dialogue. What is the biggest recruiting challenge you face in your organization?

Join the conversation by sharing your perspective in the comments below.

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About the Author

Dr. Keneika A. Rowe, CHE, CHIA

Hospitality Leadership & Workforce Development Consultant | Founder, GlobalSD Training & Consulting Services

Dr. Rowe is a hospitality educator and leadership and workforce development consultant. She is the founder of GlobalSD Training & Consulting Services and partners with hospitality professionals to strengthen leadership capabilities, improve organizational culture, and build sustainable workforce systems that support long-term success. With a background in hospitality operations, higher education, and management research, her work focuses on a practical, hands-on, and people-centered approach that promotes leadership and workforce development. She frequently writes on leadership, workforce development, sustainability, and emerging hospitality trends.