Employers face increased challenges in hiring, especially for specialized or high-demand positions. While some sectors experience layoffs, industries such as healthcare, skilled trades, logistics, and manufacturing continue competing for qualified workers. Candidates are more selective about compensation, flexibility, and workplace culture, wanting to understand role specifics before applying. For instance, research from ZipRecruiter shows that new hires send an average of 19 applications before getting a job. This leads to a frustrating hiring landscape, with many applications but few qualified candidates.
Roles requiring specialized skills, certifications, technical expertise, or substantial experience often remain open longer than anticipated, affecting staff and slowing growth plans. Companies must rethink how they search for talent as hiring timelines increase. Here are strategies to find the right candidates:
Finding Candidates for Hard-to-fill Roles
Filling difficult positions requires proactive and flexible approaches. By expanding recruiting methods and adjusting expectations, employers can attract the right talent. Here’s how:
Audit What You’re Offering
Roles often remain tough to fill due to uncompetitive compensation, flexibility, or growth paths. Before increasing sourcing efforts, employers should evaluate whether their offerings match what candidates can find elsewhere. Salary benchmarking tools, competitor job postings on ZipRecruiter, and exit interview data can reveal gaps that increased sourcing alone won’t address.
Build Relationships Before Hiring
A common mistake is starting recruitment only when a role opens. For hard-to-fill positions, building talent pipelines in advance can be beneficial. Networking with industry professionals online, attending trade conferences, and engaging with local business associations can establish connections. Also, partnering with local colleges, certification programs, and workforce development organizations that train workers in needed fields can create a funnel for roles when they open.
Expand Beyond Standard Job Boards
While general job boards like ZipRecruiter are useful, specialized roles may require additional platforms. Niche platforms, industry-specific forums, Discord communities, and professional associations can connect employers with candidates who may not be actively searching but are reachable.
Revisit Silver Medalist Candidates
Many companies overlook an asset: their applicant history. Reaching out to candidates who were finalists but not selected can quickly generate a qualified pipeline. A short, personalized message can be effective, requiring little effort and cost.
Prioritize Passive Candidate Outreach
The best candidates for tough roles are often employed and not frequently checking job boards. Direct outreach with a compelling message highlighting the opportunity’s value—rather than a generic pitch—can attract these candidates.
Strengthen Employee Referral Programs
Employees with niche expertise know others in their field. If referral programs underperform, investigate why. Improve incentives, streamline processes, and promote the program actively. A structured referral program can become a reliable source of qualified candidates and facilitate faster hires with better cultural alignment.
Ultimately, finding candidates for hard-to-fill roles requires different strategies and ensuring that positions offered are competitive and attractive. Success comes from expanding sourcing channels, engaging passive candidates, leveraging underutilized pipelines like partnerships, and maintaining competitive roles.