When you need to hire for an in-demand role like Internal Auditor, Web Developer, or Creative Director, does it turn into a long and difficult process that doesn’t even result in the best candidates? You’re not alone. Today, a skills shortage affecting the Finance, IT, and Creative fields is no passing trend but a new normal that cannot be ignored. Regardless of your industry, continuing with the same hiring strategy will only achieve the same subpar results. It’s time to adopt a new recruiting approach that can increase your talent pool while placing the best candidates into your open roles.
Those looking to hire in the creative field are quickly faced with a hard truth: locating and recruiting creative talent is a challenge. CareerBuilder numbers confirm this difficulty, as in the last year there have been 401,498 creative job postings but only 65,869 available candidates.
It goes without question that hiring managers in nearly every industry are finding it more difficult to fill roles with top talent. Part of the reason stems from external factors that make it harder to locate the right candidates when there are so few of them available. However, the lion’s share of recruiting difficulty arises from internal factors related to the hiring timeline. The average hiring process has stretched to 23 days, an eternity in high-demand fields. There are many risks associated with a long hiring process, but luckily, many solutions exist.
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The 2018 Creative