Sometimes, recruitment can become exceptionally challenging. The difficulties in finding talented candidates can result from multiple factors. The criteria might be unrealistic, or the number of candidates who meet the criteria too small. Candidates can be difficult to find or identify. If potential candidates are found, they might not be motivated to change jobs or move to a different location. The salary might not be proportionate to the difficulty of the job. Sometimes, the root cause is related to the employer image or unfamiliarity of the employer.
Each recruitment case is unique, but experience and expertise gained over the years can help a lot. Experienced recruitment and search consultants have completed tens or hundreds of searches. In searches, we use research consultants to find suitable candidates, which means our research consultants have specific expertise in identifying candidates.
The company knows its own industry and market the best. The search partner, on the other hand, might have a better understanding of the geographical area, comparable and similar industries, and the recruitment market at large.
Definition of the target profile should always start with a clean slate. The recruitment partner and the company review the recruitment criteria, determining which of them are mandatory and which optional. An experienced search or research consultant can say if the criteria are too strict and would narrow down the candidate pool too much.
Identifying suitable talent also requires the right kinds of data sources and tools. Our research consultants who work with search consultants have access to LinkedIn Recruiter, a range of enterprise information services and, of course, a candidate pool accumulated from open applications and numerous searches.
Utilizing all available tips and networks can help in difficult recruitment cases. Combining the networks of the recruiting organization and the recruitment partner brings the best results.
In Finland, the circle is very small in many sectors. Everybody knows everybody, which does not make a difficult search any easier. A search consultant serves as a neutral mediator in these cases.
The employer image becomes more important in difficult searches. A search can also be a good way to gain more information on the employer image. Discussions with the candidates are confidential, but they provide overall information on the talent market, the industry and the organization’s employer image. The recruitment partner can also promote the employer image by increasing awareness of the company’s pull factors among the candidates.
Careful recruitment takes time. Challenging recruitment takes even more time. Tens of discussions with candidates are needed. The quality of communication and the availability of the recruiter are important. The candidates must be provided with sufficient information to support their decision-making, and they must be regularly contacted throughout the process.
If the search has lasted for a long time, looking at it from a new perspective can help. A good recruitment partner also knows how to question its customer. If an advertised search does not bring results, maybe a direct search will? Or maybe the search could be complemented with an open search? If experienced experts are not interested in the position, could an expert with a little less experience succeed in the role? If the candidates are not willing to move, could we negotiate on remote work? Could a rare combination of expertise be divided into two separate roles? Or could the right talent be found from another industry?
Honesty in all directions is important in difficult searches. The consultant must receive enough information to support their work. The recruiting organization needs an honest assessment of the search. Potential candidates must be provided with information on all the important elements of the job and organization to support their decision. Finally, successful searches boil down to good cooperation. After all, the company and the partner have the same goal – finding the best candidate for the position.
