How to Find the Hidden Gems in a Candidate Short Market

Hidden Gems in the Job Market: An In-Depth Guide

Recruiting the most qualified and skilled individuals for open positions in your organization can be challenging. Competition is often high for highly sought-after places; many personalized cover letters might fill your inbox. But have you considered searching beyond the most apparent and typically popular candidates? You might find a “hidden gem” in the job market that stands out from the pack and brings exactly what you want.


Hidden gems are those talented individuals who possess the desired skills, qualifications and qualities needed to fill a job opening; however, they often tend to be overlooked in the recruitment process. Unfortunately, these individuals are not as visible as those who have worked with top-tier employers, have a large social media following, or have many years of industry experience.

The importance of uncovering these undiscovered individuals is essential. Such a candidate might offer precisely what is needed and can provide a fresh perspective and energy to the organization, contributing to long-term success. Finding these hidden gems is advantageous not only for job seekers but also for employers.

What to Look for in a Candidate Short Market

When creating a short market of potential candidates, the recruiter must identify the skills and qualifications that set each applicant apart. Although qualifications and industry-relevant experience in the outlined job description are a good indication of a potential successful applicant, recruiters must look further.

Recruiters must also consider the potential of the candidate in the role. Are there any new skills the applicant could learn to benefit the organization in the long term? This could be the ability to develop a new code language or the knowledge to facilitate role progression.

It is also essential for recruiters to know the company’s needs and expectations within the sector. A hidden gem has the necessary skills and qualifications, which the organisation can learn from and use in developing the business. This is especially crucial in small- to medium-sized companies that need individuals who can think outside the box and be versatile in their approach.

Strategies for Finding Hidden Gems

Networking is the cornerstone to uncovering hidden gems. For instance, if your organisation is within an industry-specific sector such as finance, tap into the networks of your current employees. In addition, local universities and colleges offer many hidden gems.

Every successful recruitment campaign should include researching the local and international job market. Numerous job sites and online databases can provide many untapped potential candidates. Do not limit your search. Include job boards from differing disciplines and consider those from international locations.

Furthermore, do not forget the power of social media. Online social networking sites such as LinkedIn, Twitter or Facebook feature many profiles of skilled workers searching for opportunities. Utilise hashtags and keywords relevant to the job description to filter potential applicants. However, these sites are limited due to free access. Other recruitment portals are available with subscriptions offering more elite candidates.

Interviewing and Evaluating Candidates

After a short market of potential applicants is created, candidates are interviewed and evaluated. As mentioned previously, the candidate should possess the pre-requisite skills and qualifications stated in the job description.

Soft skills are essential too. Such skills encompass an individual’s ability to work with others, communication, critical thinking, and team-leading capabilities. A questionnaire should be created beforehand that targets an applicant’s skills and soft skills to ensure they can flourish in the role.

Furthermore, evaluating the candidate’s responses to the questions is necessary too. It is possible to assess the candidate’s disposition and attitude during the interview. Discussions should be held to determine the realistic expectations of the role and for the applicant to understand the company’s needs.


After evaluating the potential candidates, the recruiter needs to review the findings, make a final decision and prepare for a successful onboarding process. This includes discussing appropriate salary packages, outlining the job role in detail, setting job expectations for the applicant and providing details of the onboarding process.


In conclusion, recruiters should consider various methods when searching for “hidden gems” who possess the qualifications, skills and expectations outlined in the job description. A range of techniques and strategies should be utilised to uncover these candidates. This includes networking, researching the job market, utilising job boards and leveraging social media. The involvement of the current employees should also be considered. Lastly, a detailed interview process should be conducted, including skill assessment and soft skill evaluation.

It is worth spending the extra time and resources for the recruiter to search and find the hidden gems to ensure successful hiring. Investing the time to find the right fit, to maintain job satisfaction and productivity is imperative.

Call to Action: Start your search for the hidden gems in the job market today by following the abovementioned strategies. Good luck!

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