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5 minute read

How to win the war for niche talent

With an increased demand for niche skills, the most important corporate resource over the next 20 years will be talented, versatile business people who are technologically literate, globally astute, and operationally agile.

The war for talent and recruiting in niche sectorsBut the search for the brightest and best available talent on the market will continue to be a constant battle - the winners being those companies with the most imaginative and candidate-engaging hiring practices.

So, the first step in attracting in-demand talent with specialised skills is to own your recruitment niche: Be clear and communicate your company’s position in the market as an employer of choice for your sector.

Here's a list of the 5 types of companies the best available talent want to work for. 

The Big Winners

Award winning, market leaders who are constantly in the press. These companies need high-performing competitive employees who are used to winning in both their personal and professional lives. Job status is very important to these candidates.

Examples: Apple & Facebook

Big Risk, Big Reward

Entrepreneurial, new start ups, building for the future. These companies need employees that have plenty of get up and go and want their ideas to be heard. They generally want to be feeling part of something, put their own stamp on the company and enjoy the challenge of working to something bigger.

Examples: Virgin, Subway & Zappos

Career & Purpose

Large established companies with a strong corporate message. These companies attract employees who want to work for an organisation with a strong mission and sense of purpose. They want to belong and be proud of who they work for and feel a high sense of job security.

Examples: Public Sector, M&S & Tesco

Work/Life Balance

Organisations who promote work flexibility. Employees attracted to these organisations may prioritise their lifestyle first.

A steady, loyal work force that is thankful for the flexible working environment that they have. Benefits normally desired are good location, increased holidays, medical insurance, family flexibility, flexi-time, etc.

Examples: Kwik-fit, KPMG & E&Y

So in order to keep the pipeline full of talented people interested in working for your company you should understand your message to your candidate audience and then start to build a fully integrated recruitment strategy around this.

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About the Author: Wendy McDougall is the CEO of Firefish Software. With just under 20 years experience in the recruitment industry, Wendy is on a mission to inspire the next generation of recruiters and help challenge the traditional recruitment agency model of doing things. In her spare time, you’ll find her enjoying some down time with the family, playing squash and feeding her inner geek with all the latest technology!

Follow them on Twitter or connect with them on LinkedIn.

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