The skills gap keeps growing wider, yet CareerBuilder recently discovered 60 percent of companies aren’t doing anything to close the gap. The highly skilled talent you need for your clients’ open positions are tough to find, and once found, the competition to get these people to sign on the dotted line can be brutal.
So, what does this mean for staffing professionals? It’s time to think about recruiting talent from any location instead of focusing on a single area code. This allows you to discover more talent for your clients and help them close their skills gaps. Look at it this way: the best and brightest are very hard to find right now, but this doesn’t mean they don’t exist. They just might not be located in your client’s backyard.
Candidates are willing to move for a great opportunity. In fact, 92 percent of employees are willing to relocate if given a relocation package. This means, if the circumstances and the fit is right, the talent you need is likely willing to pull up stakes.
How Hiring Afar Helps Bridge the Skills Gap
Looking outside your comfort zone can be a great way to deliver surprising and incredible results to your clients. With a larger net to cast, you’ll pull in more talent and find people who perfectly fit your qualifications. This bridges the skills gap because you’re expanding your horizons and providing the opportunity for more talented candidates to apply for your organization.
Believe it or not, the cost of only hiring in a specific location could cost your company money, as well. A company can lose $14,000 for a job that stays vacant for three months or longer. Instead of taking on the cost of a vacant position, why not expand your hiring efforts to far-flung locales? The right candidate might not be around the corner, but they are waiting for your client around the world and willing to relocate for the perfect opportunity.
Tactics to Help Hire Out-of-Area Candidates
If you’re thinking it’s time to start hiring candidates from out-of-state, here are some ways to improve your recruiting and hiring process:
1. Social media. Social media is an excellent tactic for recruiting out-of-state talent because it’s easy to connect and recruit individuals. Staffing professionals can use LinkedIn to connect with candidates and even use Twitter to locate job seekers, too.
Remember social media should be an ongoing and evolving process by which you connect with the best and brightest in your client’s field. Make sure to constantly use social media to form connections, so you have a deeper and more robust talent pool to go fishing in for the right talent.
2. Virtual career fairs. Virtual career fairs are growing in popularity as a way for proactive staffing pros to recruit out-of-state talent. These jobs fairs enable staffing agencies to promote their clients and open positions, without the cost of having to travel around the country.
3. Video interviewing. For a quality hiring process, video interviewing is a great way to interview candidates. Not only does this save time and money, but also it makes the interview more convenient for both the employer and candidate. This means even candidates in high demand can take the time out of their schedule to connect and hear about a great opportunity.
4. Conferences. Especially in metropolitan areas, staffing agencies can connect with job seekers who would specifically be in town for a conference in the industry. This is a great way to network with talented candidates and even find your client’s next hire.
5. Guest lectures. Attending or hosting guest lectures is a great opportunity to discover potential candidates. Participating in a lecture can position your client as an industry leader while promoting the company as a highly sought after place to work.
As the skills gap widens and makes it more difficult for you to find the right talent for clients, it might be time to start fishing in another pond. Finding candidates who are willing to relocate for a great position can help you reel in the big fish talent your clients are looking for, and build a bridge over the troubled waters of the skills gap.
What tips do you have for recruiting and hiring out-of-state talent?