How to identify recruitment needs in a very niche market | Tech Force

How to identify recruitment needs in a very niche market

If you have a business that provides products or services to a very niche market or your company has a position that’s a little out of the ordinary, you will, at some point, encounter difficulties in filling specific vacancies 

Unique skill sets, experience, location, and generally finding the right candidate for your business is often costly and time-consuming. 

And while it might be tempting to use a premium recruitment agency, the result may be quite elusive.

However, there are some strategies that you can put in place to find the perfect person for the role you need to fill. Whether you implement these strategies yourself or you brief your recruitment agency, finding the right candidate may be easier than you first thought.

Ensure you have a detailed candidate acquisition strategy with several routes to market because the best candidates for your niched position are likely to be not actively searching.

Here are some top tips to help recruit in a very niche market.New Paragraph

There is an old adage that reads, ‘Specific is terrific’. Essentially, this means that to get the right candidate, you need to be very specific about the job description, so there’s no ambiguity. 

While skills and experience are an obvious starting point, niche candidates will look for other appealing triggers. Technical terms or a language in the job description will catch their attention, and if a candidate doesn’t understand what you’re on about, they’re probably not suitable for the position.

Another potential lure is how you speak to niched candidates. Referring to them as specialists, gurus, wizards, honchos, big guns, or whatever immediately conveys that you’re looking for a one-of-a-kind person who is the very best at what they do.

Some things you’ll also need to consider include:

•     qualifications, training and certifications

•     role expectations

•     experience relevant to the niche role

•     local or interstate hire

•     salary

•     workplace requirements

•     work/life balance expectations

•     if they fit your culture

Make it about them

If you have a niche position, chances are that you will know of perhaps a handful of people who will be qualified to take on the role. Do some research to learn:

•     where these people are

•     who they work for

•     how long they’ve been there

•     what sort of reputation they have

•     how good they are at what they do

•     if they’re open to moving

Know where your candidates are located. Find out if they’re active on social media, which groups they belong to, where they network, competitors, and peers.

It could be there are only a few who are qualified to do what you’re after. Getting to know them by doing your homework will give an overall picture of the sort of people you’re trying to attract.

Think small

Posting a niched position for all and sundry to see means you’re going to get a lot of ‘tyre kickers’ and lots of resumés coming across your desk. There may be some of interest, but most of them will be unqualified.

Rather than wasting your time with this approach, a better solution might be to narrow your thinking and target areas where you know your candidates are likely to lurk. Sharing your job post within your industry networks will help you find the most qualified candidates. You may even find that your competitors may know of someone looking.

Remember, too, to involve and learn from current employees and find out who they know, ask them to share posts across their social networks as they will potentially be more connected to the candidates you’re seeking.

Another avenue to think about is niche-centric publications that you know they’ll be reading to say up-to-date with industry trends and to keep an eye on who’s doing what in their field.

Go social

Social media is the key to connecting with niche job seekers. With more than 64% of all Australians using one or more social networks, chances are that your candidate has found their way to social media. Remember, candidates working in your niche field will likely follow a lot of the same people, influencers and companies.

They’ll also be networking, attending the same events, and reading many of the same blogs and articles. Learn what tools they prefer. Knowing if it’s Facebook groups, LinkedIn, Twitter, TikTok, or something else will prove invaluable for finding the right person. Perhaps the people putting time and effort into establishing themselves in niche networks will put the same amount of time and effort into your position. 

Great expectations 

Filling a niche role gives you scope to seek a little creativity from respondents. To understand their desire to work for you, offer candidates the opportunity to think outside the square when considering their applications.

Those who respond creatively are likely to have ideas and provide ways to expand your business. Look for candidates who show passion, initiative and motivation and are prepared to experiment with different approaches in creating their job applications.

Video presentations, live-action role-play, ambient and experiential undertakings, and online and social campaigns are just some of the creative ways job seekers are finding to apply for jobs. By doing so, a candidate is more likely to be a creative problem solver when the time comes.

Special deliveries 

Delivering the best possible recruitment experience is essential if you want to fill niche roles.

If you’ve gone through all the trouble of finding and attracting potential talent for your niche role, it’s essential to have a strategy for the future. A positive candidate experience will likely mean you’ll have a pool of potential candidates. Think about how these candidates could fit into your long term plans (as well as the role they are applying for), and ensure they remain engaged and keen to work for your company if another role becomes available sometime down the track. 

Niche roles can arise from new development strategies, emerging technologies or even the continuance or revival of a once widely used trade that is no longer in high demand. Whatever the scenario, if the pool of potential candidates is small, businesses and indeed their recruitment agencies need to adopt fresh, innovative approaches to recruiting to secure the very best niche talent.