Hit the forums: Where do these people hang out online? Network like crazy: Tap your contacts, their contacts... Get creative: Think outside the job boards. Sell the challenge: Nerds love a good problem!

1 Attend relevant industry events 2 Get Noticed by the right candidates 3 Explore more diverse talent pool 4 Good Candidate Experience 5 Engage past and passive candidates 6 Make more appealing job offers 7 Consider freelancers and contractors 8 Optimizing Jobs ads for SEO 9 Building strong Brand

Some ways to get started is by adding the below into the recruitment strategy: 1. Create open Hackathons & other related challenges. 2. Join Online Communities & 3. Collaborate with Universities.

I have implemented a 5 pronged strategy to overcome these challenges: 1. Strengthen Employer Branding & Employee Value Proposition (EVP) – Talk about Culture, Innovation, Inclusion and Career development opportunities. Leverage employee testimonials. 2. Strengthen Talent Pipelines – Invest in passive talent & diverse talent pools. Invest into University relations. 3. Upskilling & Internal Mobility – Targeted learning to develop niche skills internally. Strengthen internal talent marketplace & gigs 4. Optimize Hiring Process & Candidate Experience to deliver better candidate experience. Encourage employee referrals 5. Ensure better Talent engagement & retention – Engaged employees is a great talent attraction strategy. #RAMblings

Reverse Mentorship!! Instead of only searching for experienced candidates, look for engineers with strong related skills and a quick learning mindset. Pair them with senior experts (inside or outside your company) who can mentor them while they work on real projects. This way, you’re not just hiring for today but building long-term expertise within your team. Plus, fresh minds often bring new ideas that even seasoned professionals might overlook.

Finding candidates for niche technical roles is always a challenge. Here are ways our team has applied: 1. Re-evaluate the JD if the role has been open for a while. Focus on key keywords to filter the closest matches. 2. Leverage HR connections by engaging with other recruiters and running an external referral program. 3. Utilize employee referrals, a high-quality candidate source, through an internal referral program. 4. Reconnect with former employees who previously held similar roles and may be open to returning. 5. Consider internal promotions and training for potential employees. If a candidate shows promise but isn’t a perfect fit, short-term training can bridge the gap.

Filling niche technical roles requires a targeted and proactive recruitment strategy. Leverage specialized job boards and professional networks to access talent with the right expertise. Engage in industry events, online forums, and partnerships with educational institutions to build a strong talent pipeline. Offer competitive incentives, including flexible work options and career growth opportunities, to attract and retain top candidates. A strategic, long-term approach ensures sustained access to specialized talent.

I would prioritize strengthening our internal succession plan and fostering employee development, providing clear career paths for our people. This approach will not only enhance company culture and improve employee engagement but also address hiring challenges. Instead of continuously hiring to fill gaps, let's focus on developing and retaining talent from within.