A U.S. labor shortage is continuing to affect many small business owners, with 44 percent of those surveyed reporting having job openings they couldn't fill.

The jobs survey showed a one-point improvement over the previous month but is 20 points higher than the 49-year average reading, according to the National Federal of Independent Business, or NFIB.

“Small businesses have a record high level of job openings currently and are working hard to fill their open positions,” said NFIB Chief Economist Bill Dunkelberg in a June press release about the May jobs report.

Think outside your usual box

 This applies to several areas of the hiring process, whether it means expanding your search efforts or even your view on the types of candidates you deem viable for consideration.

For example, to widen your pool of candidates, consider participating in a virtual hiring event, which includes online job fairs, webinars and virtual career fairs. Universities and job search websites also organize events.

It offers a chance for candidates to apply and even interview for positions virtually, which can be particularly useful for individuals who cannot attend in-person events due to scheduling or other constraints. Check out job fair platforms, which help businesses and other organizations host live online events to connect you to job seekers.

Since these events use video conferencing and other online tools for recruitment and interviews, be sure to have reliable business internet in place to avoid connectivity issues during the process.

Also, stay open to candidates who may not fit the exact or even typical personality, skills or experience associated with the position -- such as a candidate with less experience who shows an eagerness and enthusiasm to learn on the job.

Further, don’t overlook someone who doesn’t fit your preconceptions for what it takes to be successful. For example, while it may be true that good salespeople and front-facing customer service employees are often outgoing types, a candidate who may be more reserved could have unique skills and potential worth considering.

Improve your job description

To write a better job description, you may need to take a closer examination of what you really need in this new hire and where you need to fill the most pressing gap at your business.

The more upfront you are in the job description, the better the chances are that you’ll find the right candidate, notes a post by Monster.com.

“But you also want to make sure that your job description stands out from the rest,” the blog says. “Consider focusing on unique opportunities and training as well as your workplace benefits and perks, especially ones that stand out from the competition.”

Ensure a positive candidate experience

 With staffing shortages in many fields, it’s more important than ever to be aware that the experience a candidate has at your business can affect whether they choose you as their next employer.

Be considerate of a candidate’s time and try to make the experience as pleasant and smooth sailing from recruiting and initial application to the final offer.

Get high-speed internet that supports your business to avoid any technology snags along the way. Connectivity issues could dampen the candidate experience, as some may view your subpar internet and Wi-Fi as a red flag to the type of employer you would be.

Use social media

LinkedIn is still a great site to find available candidates. You can also post your openings on other sites, such as Instagram, Facebook, or TikTok, to attract the attention of even more potential candidates.

Also, use your social media profiles to show the type of employer you are, i.e., your workplace culture, and employee benefits such as flexibility, training, community volunteerism, etc.

Posting your openings on social media sites where you have a strong following is even more advantageous.

“The people that follow your pages are already fans of your brand or product. This makes them more likely to be interested in working with you,” writes Kaylyn McKenna in a blog for Business Management Daily. “Plus, you want prospective employees to be excited about your product so you’re likely to find some of the best candidates within your current fanbase.”