“If you have open positions and you start the process today, you might be a little late”
Parichat Haehnen
German companies spend an average of 3-4 months looking for skilled workers.
For highly specialized or technologically advanced roles, the hiring process can take 4-6 months.
Attracting talent for hard-to-fill roles is a significant challenge for many organizations. Whether due to skill shortages, high demand, niche requirements, or specific location needs, attracting the right candidates requires a proven strategy and commitment throughout the process.
Here are three proven strategies that I've successfully employed to help companies hire top talent for hard-to-fill roles: These are Farming, Hunting, and Optimizing the Hiring Process.
1. Farming: Nurturing Talent for Long-Term Success
Farming focuses on building a sustainable talent pipeline by investing in people’s growth and identifying transferable skills. This approach allows companies to cultivate talent from within their industry ecosystem or even adjacent markets.
Keep an Eye on High Performers: Monitor potential candidates who consistently demonstrate strong performance in your market. These individuals may not yet be actively seeking new opportunities but could become excellent additions to your team in the future.
Consider hire Junior Candidates : Instead of focusing solely on seasoned professionals, consider hiring junior-level individuals with the potential to grow. Provide them with robust training programs, mentorship opportunities, and a clear career path within your organization.
Leverage Transferable Skills: Look beyond traditional candidate pools by identifying talent among suppliers, partners, or other business associates. Individuals with transferable skills from these networks may adapt well to your organization and fill the gaps in hard-to-find expertise.
2. Hunting: Actively Seeking Top Talent
When immediate hiring needs arise or the company's growth outpaces the available talent pool, a proactive approach to recruitment becomes essential. This involves identifying and directly reaching out to specific individuals who possess the ideal skills and experience for your open roles.
Expand Your Search : Consider broadening your talent pool. Many skilled professionals are open to relocating for the right opportunity, so don't limit your search to local candidates. Explore both domestic and international talent markets.
Communicate Effectively : When targeting passive candidates—those not actively looking for a job—strong communication is essential. Clearly convey your company's unique selling points and how they align with the candidate's career goals. A thoughtful, personalized message follow by a respectful communication can make all the difference.
Partner with Experts : Collaborating with executive search firms or headhunters can enhance your recruitment efforts. These professionals have access to a wide talent pool and can provide valuable insights, especially when recruiting for specialized or confidential positions.
By adopting a hunting approach, you can more effectively identify and engage top talent that aligns with your organization's needs.
3. Ensuring an Effective Hiring Process
The final piece of the puzzle is optimizing your hiring process. A smooth and efficient process increases the likelihood of securing top candidates while maintaining a positive candidate experience and company reputation.
Streamline Stakeholder Commitment: Ensure all stakeholders involved in the hiring process are aligned and committed. Schedule interviews promptly, provide clear evaluation criteria, and avoid delays in decision-making.
Implement Feedback SLAs: Introduce service-level agreements (SLAs) for interview feedback. For example, require interviewers to provide evaluations within 24 to 48 hours. Timely feedback prevents bottlenecks and keeps candidates engaged.
Digitalize the process: Keep candidates informed about their status throughout the process by using digital recruitment tools. Transparency fosters trust and ensure the successful of hiring.
The Conclusion
Filling hard-to-fill roles requires a combination of proactive and strategic approaches. By nurturing talent through Farming, targeting top performers through Hunting, and optimizing your Hiring Process, your organization can effectively attract and secure the talent needed to thrive. These strategies not only address current recruitment challenges but also set the foundation for long-term success in building a strong workforce.
Need help finding top talent for your hard-to-fill roles?
Contact Parichat Haehnen Consulting , a recruitment firm in Germany to discuss your specific needs and explore tailored recruitment solutions.
contact@parichathaehnen.com or whatsapp / phone +49 162 289 7824
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