If your company is facing a talent shortage in your industry and having difficulty finding qualified candidates, it’s time to get creative. Rather than continue to lose profits due to lost productivity, fill those talent voids with some commonly overlooked sources of talent. Here are four commonly overlooked pools of job candidates that might contain your next talented new hire.

One of the top sources of talent are workers that aren’t in the market for a full-time position. Salt Lake City recruiters estimate that 60% of part-timers are highly-skilled, educated women, who often work less hours so they can also devote time to their families. Retirees also tend to take on part-time positions because they can keep themselves busy and utilize their skills while still retaining the freedom to pursue their hobbies.

If you have a full-time position you haven’t filled yet, consider splitting it into two part-time positions. You may discover two talented part-timers that can share the responsibility and get the job done.

Finding employment is often a challenge for college students and recent graduates. Whether they’re pursuing an education or they’ve just completed they’re degrees, many college-age candidates are told they don’t have enough work experience to get hired on.

However, these candidates have already displayed a willingness to pursue long-term goals and the discipline to put in long hours of study – traits that are desired in any employee. Plus, they’re eager to build their resumes with some work experience. So try expanding your recruiting efforts by spreading the word at your local college.

High school students often take jobs to try out fields they’re interested in before they apply to colleges, universities, or trade schools. If you have an entry-level opening, why not fill it with a motivated high school student? He or she may require a little training, but you’ll have the position filled with a candidate who isn’t going to be asking for a high salary. Plus, you’ll be helping your new hire to build valuable work experience at a young age.

Executive recruiters often see candidates who have excellent skills but lose out on positions due to being a few credits shy of a degree. If you have an opening that doesn’t require a university education, seek out candidates who have acquired on-the-job experience. As software and technology proficiency continues to be a crucial aspect of workplace success, a candidate’s familiarity with real-world application can add more value than a degree can.

A final note: recruiting and hiring non-traditional talent can require some additional flexibility, especially with students or part-time employees. But you’ll likely find that filling that vacancy with an out-of-the-box hire is just what the doctor ordered: a non-traditional candidate often brings in a fresh approach to the position. If you are having a difficult time finding the right talent for your company’s latest open position, contact one of our professional recruiters at Recruiting Connection.