Cathie Ruffner
SVP, Human Resources – Upper Midwest Region
“Hiring gap” is often used to refer to the time between an employee candidate’s jobs. But there’s also a serious hiring gap for employers—the gap between simply filling jobs and finding the best talent.
Today’s job market is highly competitive. No matter your industry, it’s likely more companies are competing for fewer top candidates. Plus, many younger workers—like Millennials and Gen Z—have clear expectations about what they want and what they’ll accept in a workplace. ¹ ²
This competition is made worse by the fact that many companies aren’t tapping into all available talent pools.
Three ways to help you close the gap
1. Recruit non-traditional applicants.
Candidates with different backgrounds or career paths might not match your usual criteria but can bring immediate and lasting value. Companies often overlook them because of employment gaps, unconventional work histories, or missing specific credentials. But these candidates could be a good fit:
- Military veterans transitioning into civilian roles
- Caregivers reentering the workforce after time away
- People changing careers with transferable skills
- Workers without degrees but with strong experience or certifications
- Neurodivergent professionals who may excel in certain roles
- Retirees or older workers returning for purpose or income
Finding and considering non-traditional talent can benefit your organization in several ways. It broadens your talent pool and brings in fresh perspectives that can drive innovation. Giving these candidates a chance helps build loyalty, as they often appreciate the opportunity. It also enhances your employer brand by positioning your company as an inclusive place to work.
And the good news? What these candidates don’t know about your business can be taught through effective training programs that support their growth over time.
2. Build your own talent pipeline.
Your goal is to connect with as many potential candidates as possible—those actively looking for work and those who aren’t. Networking remains a key way to build relationships with future hires, but it’s worth expanding your approach:
- Attend industry events, job fairs, and social functions.
- Find candidates on social media and niche job sites and reach out.
- Use an “alumni pipeline” to reconnect with former employees or retirees who can help find talent.
- Use employee referrals and offer incentives.
- Tap into university recruitment, including non-traditional candidates.
- Use social media, podcasts, and other media to showcase your company and culture.
Stay in touch regularly. One outreach and then silence won’t attract high-potential candidates.
3. Be the organization that attracts top talent.
Create a culture that welcomes different kinds of talent. A study by Indeed shows that 71% of job seekers value company culture when choosing where to work. Companies with strong values and a positive environment are better at engaging and retaining employees from different generations and backgrounds, fostering inclusivity where everyone can succeed.
Have a clear value statement. Make sure candidates understand who you are, what you stand for, and why they might want to join your team.
Streamline your hiring process. Treat candidates like customers by providing a smooth, respectful experience. Remove unnecessary barriers and outdated procedures to make your process accessible to more applicants. Eliminating bottlenecks can help you attract and hire top talent more efficiently.
Encourage employees to share success stories. Let them become ambassadors by sharing their experiences through social media or at events, whether live or recorded.
Share your strengths consistently. Use social media, in-person visits, and word of mouth to communicate your message. Keep your messaging personal and ongoing to build trust and stay top of mind.
Develop training programs. Support both new hires and current employees’ growth with opportunities to learn. Use AI to create personalized training that aligns with your culture and meets individual needs.
Building a company where everyone wants to work isn’t easy. But with the right plan, it’s possible.
We’re here to help.
Marsh McLennan Agency (MMA) is proud to be recognized as a Top Workplace and a leading employer in our industry. We’ve used our experience to help companies like yours attract, manage, and keep top talent.
Interested in closing your hiring gap? Reach out to our HR consultants for tailored guidance and solutions. Contact your local MMA representative or connect with us today.
