Did you know that 68 percent of HR professionals report having trouble filling positions? If your hiring process has felt a lot like banging your head against a wall lately, this statistic probably isn’t all that surprising.

What is the best solution? Hiring can’t be all doom and gloom, so what can you do to make the process easier and find candidates your organization will love?
Unfortunately, there isn’t one tried and true tactic that will take care of all your hiring challenges. However, there are a lot of different options available today that, when used together, can really give your hiring a boost. Let’s take a look at some of the best ways to attract candidates:

1. Post to Job Boards

If you’re already doing this, great! Definitely keep it up and maybe even expand what job boards you’re using. Indeed and Glassdoor are great to start with, but you can also try ZipRecruiter, Google For Jobs, or CareerBuilder. There are also industry specific job boards you can post to if you’re looking for a professional with a particular skillset. For example, Construction Jobs or iHireConstruction may be good job boards to try if you’re hiring within the construction industry.

2. Ask for Referrals

Never underestimate the power of referrals from your current employees. When you are given a hiring assignment, go to the top performing members of that department and ask if they know anyone who would be interested in the position. Chances are these employees have a list of past colleagues with the exact skillset you’re trying to hire for.

3. Make LinkedIn Your Primary Social Platform for Work

This probably isn’t news to you. After all, there’s lots of talent on LinkedIn and recruiters constantly use it to search for job candidates. Make sure you’re using the advanced search function on LinkedIn to locate candidates that have the exact skills and background you’re searching for. Leverage InMail to connect with those candidates personally. And if you have a budget to work with, try running some LinkedIn ads to target specific skillsets and reach high-qualified candidates faster.

4. Email Marketing

Contrary to popular belief, email isn’t dead. In fact, there are 3.8 billion email users in the world today. Email is definitely here to stay. If you haven’t already, add candidates to an email list and keep communications open. Even if you have candidates who interviewed and didn’t take the job, check in with them via email every once in a while, to keep them engaged. It’s possible they’ll bite at a later date when searching for a new opportunity!

5. Staffing Agencies

Staffing agencies are often viewed as a necessary evil by HR professionals. But in reality, the right staffing agency can be (and should be!) a valuable partner for hiring managers. A high-quality staffing agency will do their due diligence to get to know your business inside and out and only recommend candidates that meet the exact position needs. When you have a great staffing partner, you save time, money, and receive professionals who know what they’re doing.

Let Us Help You with All Your Temporary Staffing Needs

It’s clear that finding candidates is getting harder and harder each year. Luckily, a temporary staffing agency can help ease this challenge and do the heavy lifting for you in finding qualified candidates. We have over two decades of experience and can be that staffing partner you’re missing. Give us a call to see if we’re the right solution for you or fill out our form for more information.