7 tips for attracting hidden talent

There are currently more than 120,000 unfilled technological vacancies in Spaina, according to Digitales, the Spanish Association for Digitalization , 7.4% more than the previous year.

The Information Technology (IT) sector is one of the main demands for hidden digital talent. Companies in software, web development, cybersecurity, data analysis and other related areas are constantly looking for professionals with specialized technical skills. However, in general, all sectors are undergoing, to a greater or lesser extent, a strong digital transformation, which makes these positions in demand in other fields as well.

• El financial sector is currently looking for professionals with skills in fintech, financial data analysis, financial application development, cyber risk management and financial security.

• El e-commerce and retail seeks digital talent to develop and manage online sales platforms, consumer data analysis, digital marketing and user experience strategies.

• The companies of telecoms are in constant technological evolution and are looking for professionals with knowledge in communication networks, mobile application development, Internet of Things (IoT) and emerging technologies such as 5G.

• The digitalization of health industry has led to an increase in demand for digital talent in areas such as telemedicine, health data analysis, implementation of electronic medical records, artificial intelligence in health and development of mobile health applications.

• The transition to renewable energy sources and the need for sustainable solutions have generated a growing demand for digital talent in the energy and environmental sector. This includes professionals in energy data analysis, supply chain management, intelligent energy systems and the development of environmental solutions.

The lack of qualified professionals prevents companies from meeting their needs, having to be the ones who go out and look for the ideal candidate themselves. To attract the attention of hidden talent, that is, those workers who are not actively looking for employment, companies can implement several effective strategies:

Be a strong employer brand.

Companies must effectively communicate their value proposition as an employer, highlighting aspects such as company culture, growth opportunities, challenging projects and unique benefits.

Take advantage of the network of contacts and references.

Companies can use their network of existing contacts and employees to identify potential hidden candidates. Encouraging employee referral and reward programs that recommend talented professionals can be a great way to identify people who aren't actively seeking employment.

Presence on social networks and professional platforms.

Maintaining an active presence on social networks and professional platforms, such as LinkedIn, allows companies to showcase their culture and attractiveness as employers. Publishing relevant and quality content, participating in professional groups and communities, and using segmentation techniques to reach specific profiles can help capture the attention of talented professionals who are not actively seeking employment.

Specialized events and conferences.

Participating in and sponsoring events and conferences in the company's field of interest is a great way to connect with hidden talent. These events attract passionate and committed professionals who may be interested in exciting career opportunities.

Appropriate salary.

Moderate but constant wage growth for high-value-added and specialized IT profiles will be the norm in the coming years, linked to a high supply of positions and a shortage of profiles already endemic to the sector. It is important to be up to date in this regard and to offer a commensurate salary.

Use of programmatic advertising.

This is an automated method for buying and displaying online ads in a segmented manner. There are programmatic advertising platforms that we can use to reach specific audiences and to which we must apply accurate segmentation based on demographic, geographical and behavioral data. It is also advisable to implement campaigns of Retargeting to reach those professionals who have visited the company's website or have interacted with its online content. This will remind them of the company and may awaken their interest in a job opportunity.

Collaborations with micro-influencers.

Microinfluencers are creators of content from a specific sector on social networks that generally have a very segmented community. Companies must identify those profiles whose followers are interested in the company's area of activity. The publication by these profiles of information about open vacancies in the company will attract the attention of talented professionals who may not be actively seeking employment.

Once the hidden talents have been located, Artificial Intelligence comes into play. The next phase is the recruitment process, which must be effective so that the effort to locate these profiles has not been in vain. To this end, our best ally is AI and virtual assistants, which accelerate the speed of recruitment and at the same time generate a differential experience for candidates.

With HR software based on Artificial Intelligence, companies can automate and optimize the selection process of their employees. Virtual assistants are responsible for evaluating candidates, using adapted algorithms, based on their experience and qualification, while at the same time evaluating their abilities and competencies. The system being capable of carrying out an asynchronous video interview or other evaluative tests. The system is also responsible for giving feedback to candidates, keeping them informed of the status of their application, taking maximum care of their experience and allowing them to feel accompanied throughout the process, Jon Gonzalo, co-founder of hr bot factory.