The lack of skilled IT workers is hurting the deployment of emerging technology, according to a new survey from Gartner. In areas from cloud to cybersecurity, this crisis is expected to last for years to come.
Schedule time with the hiring manager to discuss the opening. Do we need to actively recruit? Is the position still budgeted for (position control question)? How is the role staffed today without this position?
If the manager isn’t ready to actively recruit and fill but wants to leave it open “in case” someone applies, create a dummy/evergreen posting instead of using that live vacancy requisition to create a pipelining for future needs. This also works well for per diem-type of positions that may not be a priority.
If the hiring manager is using contract/supplemental/agency staff or overtime to cover the vacancy, it should be prioritized to fill asap.
If the need still exists, ask if the req can be withdrawn and new req submitted. The fresh req number and posting should improve applicant flow and rankings on job boards and websites like Indeed and Google. The older a req is, the less visibility it has, if at all, on job sites.
Come to the meeting prepared to discuss past recruitment efforts/strategies, ROI, applicant flow, any market data you have, previously submitted candidates, and possible reconsideration of those who may have 80-90 percent of the skills the manager is seeking. If those former candidates meet the soft skills desired, encourage them to consider training for the 10-20 percent skill gap.
If the manager wants to continue recruiting but you lack strong candidates, start a new “campaign” — an organized initiative to fill that req using your centers of influence, and posting practices with some back-to-basics sourcing techniques.
Here are some campaign strategy best practices that are sure to yield results:
Start with a re-intake meeting with the client — there may be details missed before or details may have changed. This step is underestimated in its impact. Things to ask about may include:
Having a robust intake guide is an extremely beneficial tool in these conversations. Don’t forget to verify the job requirements. The formal HR job description doesn’t include everything and may be outdated!
Schedule 30 minutes several times a week to perform these activities and you’ll see results. Be sure to update your client weekly on efforts of the campaign. Creating this energy will give you momentum that your client will appreciate, ultimately building trust and an improved partnership.