As we navigate a challenging  year, it’s become apparent that finding hard-to-fill and specialty roles has become top priority across many industries including manufacturing, retail and healthcare. All the while, these industries continue to experience labor shortages  to varying degrees in the US and Canada. So what can TA leaders and recruitment specialists do?

When faced with this daunting task, traditional staffing agencies and platforms like Indeed struggle to provide support. Instead, you’ll need a  variety of tailor-made strategies to address each niche position. Here’s a few barriers and solutions we’ve encountered that can give you some ideas the next time you’re faced with hard-to-fill roles:

Addressing Location Challenges in Niche Roles for Retail and Transportation:

One of the primary challenges TA teams encounter is finding candidates willing to relocate or take on roles that involve travel. This is particularly problematic for businesses with multiple locations, such as retail chains with 100-150 outlets or sectors like transportation that need train conductors.

Imagine a retail chain needing managers across numerous locations (we see this frequently at Mindfield). The local talent pool may not be sufficient, and the demand for candidates who are willing to relocate becomes critical. Similarly, the transport sector requires train conductors who are not only qualified but also willing to travel extensively.

To address these barriers, we’ve employed targeted recruitment strategies that extend beyond local advertising including:

1. Geographic Targeting in Programatic Ads: Utilizing advanced geo-targeting in job advertisements to reach candidates in regions with higher relocation potential.
2. Relocation Assistance: Highlighting relocation support and travel benefits in job postings to attract candidates willing to move.
3. Partnerships: Collaborating with relocation firms and local businesses to provide comprehensive support packages for prospective employees.

Finding Niche and Specialty Skills for Technical Roles in Aviation and Healthcare

Another significant hurdle is recruiting candidates with specific technical skills or advanced expertise. The talent pool for these roles is already limited, and competition with other employers further exacerbates the issue. This is particularly true in sectors such as aviation (airplane technicians), manufacturing (3M engineers), and healthcare (veterinarians, practitioners).

For instance, hiring an airport technician requires pinpointing individuals with precise technical skills and certifications. In the healthcare sector, finding nurses or specialized practitioners necessitates identifying candidates with specific qualifications and experience.

We address this by utilizing specialized approaches to common recruitment strategies:

1. Niche Job Boards: Posting job openings on industry-specific job boards and professional networks where skilled candidates are more likely to search.
2. Sector Specific Talent Pipelines: Building and maintaining talent pipelines of passive candidates who possess the required skills, ensuring a ready pool of qualified professionals.
3. Competitive Analysis: Conducting in-depth competitive analysis to understand what other employers offer and positioning our clients’ roles as more attractive through tailored benefits and career advancement opportunities. As we develop the analysis over many positions, we begin to have a deep understanding of particular roles and niches.

Management Potential

Finding candidates with the potential for management roles, especially those with specific industry experience, poses a unique challenge. These roles not only require a deep understanding of the field but also the ability to lead teams effectively.

Consider a manufacturing company needing a plant manager with extensive experience in lean manufacturing processes. The candidate must not only have technical expertise but also proven leadership skills.

We focus on identifying and attracting top-tier management talent through:

• Leadership Assessment During Human Screening: We implement rigorous assessment tools to evaluate candidates’ leadership capabilities and potential for growth within the company. We also provide rapid, human screenings instead of automated screenings to ensure a fit from the early stages of hiring process.
• Proactive Search : Through our programmatic advertising, we’re able to find candidates who are currently employed but may be open to new opportunities with the right incentives. This frequently means we can search for roles 3-12 months out, typically aligning with management position recruitment timelines from the start.
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Tech-Based Tailor Made Strategies For Light Industrial Roles

Every business has unique recruitment needs that standard solutions like traditional staffing agencies or Indeed may not fully address. While these platforms can fulfill 70% of recruitment needs, the remaining 30% often requires a more tailored approach.

Consider a manufacturing company that needs skilled labor and specialized technicians to operate advanced machinery and manage production lines. These roles demand not only specific technical skills but also the ability to work efficiently in a high-paced industrial environment.

Using the right technologies and key human touch points has helped us fill these roles, such as:

• Programmatic Advertising: Leveraging programmatic advertising,  we ensure job postings reach candidates across various digital platforms using targeting to find the right qualifications before a screenings even occur . This increases visibility among potential candidates who possess the necessary skills and experience, but who are also looking for opportunities.

• Human Screening:  Instead of solely using automated screenings, we focus on in-depth human screening where appropriate to quickly assess candidates’ qualifications and suitability for the role. Our experienced recruiters use advanced screening techniques, including in-depth competency assessments to evaluate applicants.

• Active Talent Pipeline: With a proactive and comprehensive talent pipeline, continually sourcing and engaging with skilled workers allows us to quickly mobilize candidates for our clients’ needs, reducing time-to-hire and ensuring a steady supply of qualified talent.

Recruiting for niche and specialty roles presents a set of challenges that require specialized strategies and a deep understanding of industry-specific needs. At Mindfield, we pride ourselves on our ability to go beyond traditional recruitment methods to find the right candidates for even the most hard-to-fill positions. By leveraging our expertise, new-age HR tech stack like programmatic advertising and SMS-based marketing, we help organizations overcome these challenges and achieve their recruitment goals with confidence.

If you’re struggling with your toughest recruitment challenges, contact Mindfield today. Let us help you find the talent you need to drive your business forward.