According to a news release by the US Bureau of Labor Statistics in August 2022, job vacancies in the United States decreased to 10.1 million from 11 million in July 2021. Although this sounds like a big drop, Employers in the United States are still having a difficult time finding the right candidates to successfully fill their hard to fill openings.

The demand for workers remained strong in various industries, with production and non-supervisory workers being the most in demand. The healthcare industry also continues to have a strong and consistent need for specially trained workers.

The decreasing number of job vacancies is contradictory to what we are seeing from businesses who continue to struggle finding workers who are qualified and willing to make career changes.

The Great Resignation, also known as the Great Reshuffle, has led to an increased number of people leaving their jobs voluntarily.

These open positions might be more detrimental in the long run to businesses than they want to realize. Having employees take over multiple roles due to a loss of staff often leads to organizational stress and a decrease in morale and productivity.

Investing in your current staff

Investing in your current employees is one of the best ways to attract new ones.

When your employees feel valued and supported, they’re more likely to stay with your company – and more importantly, recommend it to others.

Putting more money into employee benefits, like healthcare and 401k plans, and development opportunities, like education reimbursement or professional development courses, will keep your best employees from looking elsewhere.

With a strong retention rate, you’ll easily attract top talent. Creating an employee-centric culture will make your company more attractive to new job seekers. Just look on employee job review sites like Glass Door to read horror stories as well as stellar reviews. Who would you choose?

Companies should also seek outside help from experienced, industry-specific recruiters to find strong candidates for their open positions. Filling vacancies can be a lot faster and more efficient if you have a professional on your side.

Recruiters can also help with onboarding, which can be another business obstacle. By taking care of all the pre-hire paperwork and getting new hires acclimated to their new surroundings, recruiters can make sure that the transition into a new role is as smooth as possible.

Turn a drab job description into an enticing opportunity

When you’re writing a job description, it’s essential to keep in mind that you’re not just listing the requirements for the position – you’re also selling the company and the opportunity to potential candidates.

Think about what would make you want to apply for the job, and use that as inspiration for your writing. Outdated and dull job descriptions are likely to turn off candidates, so make sure yours is engaging and accurately reflects the company culture, so you stand out from the pack. 

Creating a candidate-focused job description will help you attract the best talent for the job.

In addition to a well-written job description, you should also have a robust and proactive recruitment strategy. This includes where you’re going to identify candidates, how you will recruit and engage with them, how you’re going to screen them, and what your interview process will look like. 

Having the right strategy in place will make the process of filling job vacancies much smoother and quicker. This will ensure you have a positive recruiting outcome. 

Don’t just post and pray

Don’t just advertise, then wait to see who applies. Why? Relying on pure luck instead of a strategic plan does not generally result in the best possible candidates.

The best candidates for your company aren’t idly scrolling through job ads – they’re already employed by your competitors and are focused on their current jobs.

You have to actively seek them out and engage with them. Go where they are – whether that’s online, in-person at events, or through personal connections.

Make sure you clearly understand what your company has to offer potential candidates. This way, when you do find the right person, you can sell them on the job and persuade them to choose you and your company as a smart career move.

If you don’t know where to start, seek help from staffing and recruiting firms that specialize in your industry. They’ll understand the types of candidates you should be targeting and how to best reach them.

Candidates first

Whenever you’re recruiting for a new role, always remember that the candidate’s needs should be your top priority. You must sell your company and the role and show candidates exactly why your company should be their next choice of employment. 

If you make the mistake of putting the company’s needs before the candidate’s, you’ll likely end up with someone who’s not a good fit for the role – and who might leave shortly after being hired.

Instead, focus on finding a candidate who meets all of the qualifications for the job and who also aligns with the company culture. With the right person in mind, filling job vacancies can be simple and enjoyable.

By working with an experienced recruiter, you can be sure that you’ll find the best person for the job – and that they’ll be a good fit for your company because they know what you’re looking for.

Give recruiters the proper support

Recruiters can be valuable assets when filling job vacancies, but they need the right support from the company to succeed.

This includes having access to the right resources, like warm contacts and industry networks, and being given enough time to find the best candidates.

It’s also essential to have clear expectations for the role that you’re looking to fill. Recruiters can’t read your mind, so the more specific you are about what you’re looking for, the better.

If you want to find the right person for the job quickly, you must work with a recruiter you trust. Work with recruiters who are experts in your field, and tap into their large network of contacts and know how to confidentially source and direct recruit top talent. 

The best recruiters are skilled at research and direct recruiting and know how best to approach and talk to candidates who may have short attention spans. Knowing how to network and present your company in the best light to these potential employees is a skill that will pay big dividends to your company’s stability, growth and bottom line.

A company’s leadership and talent acquisition team play pivotal roles in a recruiter’s success. Collaborating with recruiters can attract top talent and fill your vacant positions faster and more efficiently.

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