Lately, a talent shortage has made it more difficult than ever for employers to find quality candidates to fill open positions. However, even though you may feel desperate to find employees immediately, the last thing you want to do is hire someone who isn’t right for the role or your company. While right now you may be thinking that your top priority is filling an empty seat, you could end up facing even more problems if you fill it with the wrong person.

The Talent Shortage

The talent shortage is hitting some industries harder than others. For example, tech companies are having difficulty finding talent in areas of cloud computing and privacy regulation. Companies need experts to fill these roles, but there aren’t enough people with the right skills, which is leaving some businesses scrambling to find available specialists.

According to HR Dive, “Hiring right has always been challenging, but the tight labor market, with low unemployment, and the demand for more specialized skills, such as privacy regulation, have made the search for the appropriate candidates an even greater task.” There are other industries impacted by this, too, since privacy and cloud computing isn’t specific to tech companies. Consumer services, hospitality, industrial, manufacturing, and retail companies are also looking for tech specialists to work for them.

5 Hiring Solutions During the Talent Shortage

Hiring the wrong person for the job can be fatal, either literally or figuratively, depending on the nature of work. An untrained employee can damage your reputation with customers or cost a ton of money for the company in additional training. In certain jobs, like truck driving, hiring an untrained employee can even mean a fatality. Here are five hiring solutions to consider even in the face of a talent shortage:

1. Educate potential employees about how they can become a good fit for your company. While you may not be able to hire them right now, you could point them in the right direction so they become hireable in the next few weeks or months.
2. Hire employees with the basic level of training for the industry, then “up-train” them to give them the skills needed for the role. This is different from hiring an untrained employee; they’ll already have the skills needed to build on, so the learning curve isn’t nearly as sharp as a total beginner’s.
3. Widen your hiring pool. Consider hiring employees you haven’t thought of before, such as people with disabilities, military veterans, or remote workers. If you haven’t been open about hiring these types of employees, it’s possible they didn’t bother applying. Put out a call for workers and clarify everyone you’ll accept applications from. By showing you’re looking for diverse employees, you could end up with more applicants and a larger pool to choose from.
4. Don’t hire the first person who interviews, even if he or she seems perfect for the job. Interview at least three people for every role you need to fill. Not only will you open yourself up to a better person for the role at hand, but you may find a great fit for another position you have open.
5. Consider promoting from within. It’s easier to fill an entry-level job than a more advanced position. There may be a person who already works for you who would be perfect for the open role or who will be ready for it after just a bit of training. Then, all you’d have to find is a candidate for the less-complex role, which will be much easier.

Being more diverse and considering applicants you haven’t considered in the past can provide you with great employees and also help elevate your brand image. Work with potential employees to improve their education and training. By increasing your reach, you’ll end up with more employees to choose from, and you’ll have the chance to build a varied, strong team.

Making Jobs More Appealing to Applicants

Since the demand for certain roles is so high, available applicants know how much value they bring, and companies have to act accordingly. Businesses that need in-demand roles filled may want to raise how much those positions pay. Applicants are looking for high-paying jobs, and they won’t take an offer unless it’s competitive with others. Moreover, employers may also have to offer better benefits, since the benefits package is usually considered along with compensation. Benefits modern employees are looking for include flexible work schedules, work-from-home opportunities and paid family leave.

Final Thoughts

Businesses don’t have to compromise and settle just because there’s a talent shortage. Instead, smart managers will think of clever, unique ways to attract the right person for the job. This may require a combination of tactics, from seeking out employees in less-likely places to offering better compensation and benefits to make the job more appealing. Whatever you do, don’t put your business at risk by hiring an unfit employee – it’ll be much more beneficial to wait and take your time.