There are a couple of different ways you can deal with the problem. You can hire the first candidate who comes along with the basic skills to handle the task, which takes the stress off of the other employees that are covering the position, while minimizing overtime.
That rudimentary skill set may be sufficient for 50 percent of the job, but that neophyte is going to be consuming the time of other workers while acquiring all of the information needed to do the job. If a mentor is assigned, the new employee's learning curve is going to eat into the mentor's productive time, too. That makes everyone less efficient, causing additional work and (oh no!) more overtime to finish their own tasks.
A new employee is also going to need HR support to get "up to speed" on company policies, and support to make sure that the job is being done correctly. There will likely be some Computer Based Training for security protocols and other necessities of the modern day business world.
Someone just starting out will not be point-and-shoot; that employee will need supervisory direction, guidance, and growth analysis to make sure that s/he is moving in a direction that will be helpful to the company.
Alternatively, you can keep paying the overtime, and interview until you find the so-called "perfect" candidate. The payoff is that you may spend a lot more in the interim before you hire someone for that position, but if they have a complete skill set, they will be up to speed very quickly, transitioning into a money-making asset, and cost you a lot less in the long term.
You might use local news media (want ads) which will generate a lot of partially-qualified leads; the same could be said of job boards, and job fairs. Head-hunters and/or recruiters can be used to find extremely specialized candidates.
Irrespective of the tactic you employ, there will be costs for advertising the position. If you're clever you may use social media to advertise positions, which minimizes your costs. You can even set bounties for particular hires as recommended by your current employees.
The latter is becoming a very popular tactic. An employee who "knows someone" provides a much better candidate than a "walk-in" off the street. The person making the recommendation is familiar with the work history, work ethics, and the candidate's skills, which means the applicant is essentially (or at least partially) pre-vetted.
This can streamline the hiring process, saving a small fortune. From that saving, you can generate a reward for the employee making the recommendation, which encourages others to keep their eyes open on the company's behalf.
The difficulty is that frequently your own employees do not know of an available comptroller, lead programmer, or top software developer just when you happen to need one. That's when you need to know about IT staffing companies and technology staffing agencies.
If you need to know about Dallas information technology staffing, we're here to help. Remember, if an IT job search does not include a Dallas technology staffing company as part of its quest, it is missing a significant component of that search. You can change that today.
We don't find jobs for people—we find people for jobs. We would love to talk to you today and solve your problems, too!