Hard-to-fill positions: show candidates who they'll work with

Every organisation has them: roles that stay open for months. A technician, a planner, a night-shift nurse, a driver. The salary has gone up, the ad is on every job board, and hardly anyone applies.

Why these roles are hard to fill

• There simply aren't many people with the right training.
• The people who are out there already have a job and aren't looking.
• The work has an image that doesn't match reality.
• Candidates don't know what the job looks like at your organisation.

You can't change the first two points quickly. The last two you can.

Nobody leaves a job for a job ad

Someone who already has a job takes a risk by switching. Their biggest question isn't "what will I earn?" but "is it better there, or just different?". A job ad can't answer that. A future colleague can.

What works for these roles

1. 01Let people in the same trade explain what makes the work different at your place.
2. 02Show the workplace: the workshop, the vehicle, the ward.
3. 03Be honest about the hard parts, like shifts or physical work.
4. 04Let the future manager introduce themselves.
5. 05Put all of this on the job ad, and let colleagues share it in their own network.

Peers attract peers

A technician trusts another technician more than a recruiter. And colleagues often know people in their trade. They share a video they're in more easily than a job ad. That way you also reach people who aren't actively looking.

Prepare videos per team and location. A candidate for the warehouse wants to hear from the warehouse, not from the marketing department.