Competing for Specialist Talent

What do you do when it feels like you are competing against the rest of the world for the same small pool of specialist talent?

It's a common theme we're seeing in the Smart Industry recruitment market right now. Niche skillsets are growing in demand before supply has the chance to catch up, so this means competition for those specialist skills is more intense than ever. This includes the obvious ones, the AI and Machine Learning capabilities, but also includes some lesser thought of skillsets. We have a Skills Report that dives into these most sought after skills in great detail, download a copy for yourself here - https://www.fmctalent.com/gated-blog/the-future-demand-for-talent-saas-industry-skills-report

But this doesn't mean there aren't ways to stand out against the crowd and make a strong claim for these talented individuals. I've put together a few ways that can boost your chances of securing top talent in a competitive market.

Selling the role 

This may be a slight generalisation, but people with really niche skillsets tend to be proud of this fact and are likely to really enjoy the work that they do. With this pride comes the desire to put their skills into great use. This can cover a range of meanings, with the first being that they want the opportunity to put their ability to the test in a highly technical project that they will be leading on. 

When specialist talent is in high demand, they will be able to earn a high salary wherever they go. The work itself is likely to be a deciding factor in this scenario, and the opportunity to lead on an exciting project that pushes their skills to the limit may be too good to turn down.

Then you have the other aspect of a role that could be a selling point: the issue that it's solving. If the product or service that a company are offering helps the industry or the wider world in a meaningful way, this can be another great selling point for a technical candidate. This could include a software that greatly improves efficiency of service, or a product that reduces the overall environmental impact a company has in their operations - more and more we're seeing 'social good' being a driving factor behind a move.

Streamlined recruitment process

We've all heard of, or been involved with, a long, drawn out recruitment process. The ones that feel like they go on 2 stages too many. 

For candidates these can end up being a turn off from wanting to join a company as it's an indicator that they maybe lack a clear understanding of what they're looking for, or (worse!) that the company as a whole lacks organisation. An elongated recruitment cycle also gives the opportunity for other companies to submit offers to candidates in your process. When you're in need of niche skillsets, candidates dropping out of the process can be detrimental.

So what happens when we flip that script and prioritise a truly streamlined recruitment process? As may be expected, it can end up being an attractive proposition for candidates involved. A quick process - where there is constant communication and a clear desire to move forward in the process - signals that the company is eager to get a candidate through the door quickly, as well as a clearly showing an organised workforce and a unified understanding of what the perfect candidate looks like. So not only does a streamlined process make your company a more attractive proposition for candidates, it also limits the chance of them dropping out and making a move elsewhere.

Build up a technical employer brand

The niche skillsets in the Smart Industry tend to be those technical skills that crop up when a new innovative way of working or an exciting new product enters more into the mainstream. The most recent examples are those AI, Robotics, and Machine Learning skills that have become highly sought after in recent months. Technical talent want to put their skills to the test in an environment that best compliments their ability, and this is where pushing your brand as a technical powerhouse can make a big difference.

As I've mentioned countless times throughout this piece, specialist talent will have no shortage of viable suitors; they have their pick of the company and the role that best suits them. 

If your messages to market are consistent in pushing the technical capabilities of your product portfolio, as well as the investments you're willing to put in to the continual development of your offerings, then this can end up being a major tipping point in a candidates decision. They want to work somewhere that their skills will be fully utilised and appreciated.

Engage the passive talent

This is something we know a thing or two about. Sometimes the best candidate for your open vacancy may not be actively seeking a new opportunity, and this can be a good opportunity to secure the best person without competing with the rest of the market at the same time.

Want a bit more info on how we can support you with your headhunting needs? Reach out to me on mo.chanduang@fmctalent.com.