Hiring for positions that are challenging to fill
Whether it’s a position with high turnover rates, a job that requires specialized skills or a posting that isn’t drawing in the right candidates, some requisitions are harder to fill than others. The talent acquisition team has tips to help you fill positions with unique challenges.
- Make sure the job description is accurate.
Try to update job description templates regularly and when posting for an open position, ensure that it’s accurate and specific. Below are some tips to create a successful job description:- Focus the job description on what the role will entail and the responsibilities. Ensure the "A Day In the Life" section of the job profile has informational detail and the "What You'll Need for Success" section is accurate with essential requirements rather than preferences.
- Review your job description for internal jargon or acronyms that a candidate might not understand and replace with more widely known terms.
- If your job description needs more detail, your TA consultant can help guide you on how to write a more detailed role overview for your posting.
Please note that the Job Description is distinct from the Job Profile. The Job Profile identifies common job elements (essential functions, requirements and competencies) of a position’s classification (e.g. Accountant 1) which helps to create consistency across similar roles, define clear career paths, attract top talent and more. Job Profile edits require a consultation with the Workforce Planning & Strategy team at performancemanagement@spd.in.gov.
- Reach out to your own contacts and encourage referrals.
Employees can earn up to $500 by successfully referring an individual they’re aware of this policy (they can find all the details, including how to submit a successful referral, here and spread the news of your open positions among your team and agency. If you belong to a professional organization or similar network, leverage those contacts as well. Word of mouth is a powerful tool for recruitment, especially for difficult to fill positions.
- Understand your agency/department’s culture.
Potential employees like to know what to expect from a new workplace and you want to find someone that will be a good fit on your team. Ask yourself some questions to help determine your agency or department’s culture:
- Does your team tend to work more collaboratively or individually?
- Is the agency/department more fast paced or methodical?
- Does your team tend to be more flexible or structured?
- Would you say there’s a culture of creativity?
- Do you have clear paths for advancement or mentorship?
- What is the layout of your workspace?
When you better understand the culture of your workplace, it’s easier to pitch it to potential job candidates. You can also refer to your agency’s mission statement or the State of Indiana’s values for areas to highlight.
- Bring attention to benefits.
Candidates may not be familiar with all the benefits the State of Indiana offers to its employees which can be a big consideration when weighed alongside salary. Focus on some of the benefits with the biggest impact such as:
- Affordable, high quality healthcare coverage
- Two fully funded pension plan options
- Education reimbursement of up to $5,250 annually and free LinkedIn Learning access
- Flexible work arrangements that allow for up to 15 hours per week of remote work
- 12 paid holidays, 14 in election years
The state also completed a compensation study in October of 2022 to better reflect current market rates and offer more competitive salaries for State of Indiana employees. To give candidates a better idea of the total value of their salary offer combined with our robust benefits package, direct them to the Total Compensation Calculator.
- Be efficient in the hiring process.
Not only does efficient hiring save your team time and resources, but it helps to retain top talent. Standout candidates tend to find jobs quickly, so if you want them to be a part of your team, efficiency is key. Develop your interview questions and determine how many rounds of interviews you will need BEFORE you post the position. This approach will allow you to more more efficiently through the hiring process. It can also help to coordinate with hiring panels ahead of time to plan possible interview times. The more preparation you’re able to do leading up to the hiring process, the better.
Once the requisition is posted, regularly check for new applications and sort candidates into different buckets as necessary. Candidates also appreciate being kept in the loop with consistent communication, even if someone isn’t right for the job. They may end up being right for another position or know of someone else who could be the right fit, so leave them with a positive impression regardless. For more tips on moving through the hiring process, refer to the hiring page on IMC’s website.
- Talk with your talent acquisition representative.
Your TA representative can help you make the most out of your hiring process. Find out more about what the TA team does behind the scenes and how they can support you here.