Hard-to-fill jobs– isn’t the name enough to give a mid-day headache to every recruiter out there?

Yes, you dread it. Understandable!

These positions often require specialized skills, unique qualifications, or a blend of both.

And hence, finding the right candidate demands creativity, strategic thinking, and a multifaceted approach.

This guide laid out for you will discuss everything under the sun that can replace the word “hard” in hard-to-fill with something more digestible and well, easy.

Check these out!

1. Crafting targeted job descriptions

The job description is your first chance to make an impression on potential candidates. For hard-to-fill positions, it’s essential to go beyond the basics and craft a compelling, targeted description that speaks directly to the niche skills and qualities required.

• Highlight key responsibilities and skills

Avoid generic descriptions and focus on essential tasks. Be clear about the day-to-day activities of the role, as candidates for specialized positions often want to know precisely what will be expected of them.

• Incorporate SEO-optimized keywords

Including industry-specific keywords is crucial for visibility on job boards and search engines. Candidates often search for jobs using specific terms, and including those terms can help your job posting rise in search results. 

For example, for a role requiring data analysis skills, use keywords like "data scientist," "machine learning," and "predictive analytics."

Note: If you consistently hire for certain roles, you can partner with link-building agencies like Tanot Solutions, to build backlinks targeting those keywords, which can help sustain high search rankings.

• Showcase the company culture and values

Hard-to-fill roles often attract candidates who want more than just a paycheck. Highlighting your company's culture, mission, and values can differentiate your job posting from competitors. 

Like highlighting flexible work arrangements, commitment to social responsibility, or opportunities for professional development.

According to Glassdoor, 96% of job seekers prioritize transparency about company culture when applying.

2. Broaden your sourcing channels

Traditional methods like posting on large job boards (e.g., Indeed, LinkedIn) are still effective, but for hard-to-fill jobs, you need to go further for effective sourcing.

• Niche job boards and industry-specific platforms

In addition to mainstream boards, explore industry-specific sites.

For instance, tech recruiters can target platforms like Stack Overflow and GitHub Jobs. Similarly, healthcare recruiters might use Health eCareers to source talent.

• Academic partnerships

Partnering with universities and colleges that offer programs aligned with the skills you need is a great way to tap into fresh talent. By establishing internships or co-op programs, you can build a future pipeline of candidates.

Exactly how tech companies often partner with engineering schools to offer internships that can lead to full-time employment.

• Tap into passive talent with AI-driven tools

Platforms like Kula.ai allow recruiters to leverage artificial intelligence (AI) to reach passive candidates who may not be actively searching but are open to the right opportunity.

3. Employee referrals

Employee referral programs can significantly improve the quality of your hires. Employees are likely to refer candidates who fit the company culture, and these referrals can result in faster hires with lower turnover rates.

• Develop a strong and structured referral program

According to research, 88% of employers report higher-quality candidates from employee referrals. 

Encourage your team to tap into their networks by offering incentives like referral bonuses or public recognition for successful hires.

For instance, Google’s referral program is famous for offering financial bonuses that vary based on the role’s difficulty to fill.

• Make it easy to refer

Simplify the referral process by providing employees with an online form or an app that allows them to quickly submit potential candidates. Ensure the process is well-promoted and easy to use.

4. Offer competitive compensation and benefits

For jobs that are hard to fill, compensation can be a major deciding factor. Top candidates are often being courted by multiple employers, and a competitive offer that includes not just salary but also benefits and perks can make all the difference.

• Benchmark salaries with data

Salary transparency can increase applications as well as the likelihood of retention by 30%.

So, it’s just wiser to use tools like Payscale or Salary.com to ensure that your offer is competitive. 

• Think beyond salary: offer holistic benefits

A competitive salary is crucial, but many candidates are equally interested in benefits like healthcare, work-life balance, professional development, and flexible working arrangements.

Companies like Salesforce offer employees paid volunteer time off (VTO), which aligns with their social responsibility ethos and appeals to candidates who value mission-driven work.

5. Enhance employer branding

In a competitive job market, your employer brand is often the deciding factor for candidates. 

Strong employer branding communicates what it’s like to work for your company and can make a significant difference when filling hard-to-fill roles.

• Invest in employer branding campaigns

Recruitment marketing allows you to showcase your company’s values, work culture, and opportunities. 

Share employee testimonials, day-in-the-life videos, and behind-the-scenes content on social media platforms to engage potential candidates.

A good instance can be how Dropbox has been using employee spotlights on LinkedIn to showcase its inclusive culture and attract top-tier talent.

• Build your presence on review sites

Sites like Glassdoor and Indeed are where potential candidates will go to learn more about your company. 

Actively manage your presence by responding to reviews and showcasing your company’s best qualities. A strong online reputation can tip the scales in your favor.

6. Recruitment marketing

Recruitment marketing is a relatively new strategy that involves marketing your employer brand and job openings to a target audience. It’s about treating talent acquisition like sales. 

For hard-to-fill positions, this approach can significantly expand your reach and attract candidates who may not have otherwise considered your company.

• Develop targeted campaigns

Just like a marketing campaign for a product, a recruitment marketing campaign should focus on the pain points of your target audience. Use tailored messaging and content to attract specific candidates.

• Utilize social media

Social media platforms are a powerful tool for recruitment marketing, especially considering that 79% of job seekers use social media during their job search.

LinkedIn, Facebook, and even Instagram can help you connect with both active and passive candidates.

7. Headhunting from competitive markets

In certain industries, the best way to fill a role is to poach talent directly from competitors. 

However, this approach requires careful research and tact but can yield highly qualified candidates.

• Map the market

Start by researching your competitors and identifying key employees who would be a good fit for your open roles. 

You can use platforms like LinkedIn Recruiter to map the talent landscape and reach out to candidates discreetly.

• Offer something unique

To attract talent from competitors, you need to offer something they can’t get elsewhere. 

This could be a higher salary, better benefits, or a more flexible work environment. Ensure that your offer stands out to the candidate.

8. Networking events and conferences

Building a pipeline of qualified candidates is a long-term strategy that can significantly reduce the time it takes to fill hard-to-fill roles. 

Industry events and conferences are great opportunities to meet professionals and build relationships with potential hires.

• Host or attend industry-specific events

Engaging with professionals in person at industry events can help build rapport with potential candidates and gives you a chance to showcase your company’s culture and values.

For example, tech companies often sponsor hackathons or developer conferences to engage with potential hires.

• Build a talent pipeline

Maintain relationships with potential candidates you meet at these events. Even if they aren’t actively looking for a new role, keeping in touch could lead to future hires.

• Leverage virtual events

With the rise of remote work, virtual career fairs and webinars have become valuable tools for reaching global talent. 

Platforms like Hopin and Remo enable companies to connect with candidates in real time through live chats and presentations.

9. Reducing hiring bottlenecks

Long hiring processes can deter top talent from continuing with the application process. 

Reducing unnecessary steps can significantly improve the candidate experience and increase your chances of securing the right person.

• Streamline screening and interview stages

Automating initial screening processes using AI-driven tools can quickly assess candidates' qualifications and eliminate those who don’t meet essential criteria.

• Offer faster, more efficient communication

Keep candidates informed about where they are in the hiring process. Regular updates can prevent potential top talent from losing interest or accepting other offers.

• Proactive engagement through candidate databases

Reach out to candidates who are listed on databases like FindWRK and other talent-sourcing platforms. 

Contacting these individuals directly increases response rates compared to traditional applications.

10. Collaborating with industry influencers

Leveraging industry influencers can amplify your reach and attract high-quality candidates, especially for roles that require specific expertise.

• Influencer partnerships

Partnering with influencers or well-known industry professionals can help promote your open positions to their audience. 

This is particularly effective in niche fields like software development, where certain influencers are trusted for their insights.

• Utilize influencer platforms

Use platforms like SocialBook to find and collaborate with influencers who specialize in your industry. 

These partnerships can help promote your employer brand and job opportunities through organic content, making it easier to attract top talent.

11. Upskilling and promoting internal talent

Finally, one of the most overlooked but effective strategies for filling hard-to-fill roles is to invest in your current employees.

• Internal mobility programs

Encouraging internal mobility can help fill complex roles faster. Promote cross-training and mentorship programs that equip employees with the skills needed for specialized roles.

• Upskilling and reskilling initiatives

Rather than looking externally for talent, invest in upskilling initiatives for your current employees. 

Offering learning and development opportunities can help employees grow into roles that are harder to fill externally.

For example, IBM has implemented a "new collar" initiative, which focuses on training existing employees for roles in data science and cloud computing. 

12. Collaborating with professional associations and networks

Professional associations and industry networks are excellent sources of talent for specialized or hard-to-fill jobs. 

Many industries have established groups offering networking opportunities, certifications, and job boards specifically for their members.

• Engage with professional bodies

Join or partner with professional associations related to the specific industry you’re hiring in. 

For example, suppose you’re recruiting for a technical or engineering role. In that case, associations like the Institute of Electrical and Electronics Engineers (IEEE) or the American Society of Mechanical Engineers (ASME) can provide access to highly qualified professionals.

Tip: Membership directories often allow you to search for members with specific qualifications, making it easier to target the right candidates.

• Utilize their job boards and certifications

Many of these organizations have job boards where only vetted members can post or apply for roles, ensuring a higher quality of candidates. 

Additionally, certifications offered by these associations ensure candidates have the precise skills you need.

13. Tapping into alumni networks

Alumni networks from prestigious universities and specialized institutions are a goldmine for locating talent. 

These networks often include highly skilled professionals looking for career advancements, making them one of the ideal recruiting strategies for hard-to-fill positions.

• Leverage university alumni networks

Top-tier universities such as Harvard, MIT, or Stanford maintain strong alumni associations, providing recruiters with an inside track to qualified professionals. 

Additionally, specialized schools such as Caltech for engineers or Wharton for finance experts allow you to target individuals with very specific skill sets.

• Utilize LinkedIn alumni tools

LinkedIn has built-in tools that allow you to target alumni from specific universities. You can filter by graduation year, degree, and current employer to identify top candidates who may not be active on general job boards.

14. Building a community of freelancers and contractors

Hard-to-fill roles often require immediate, specialized skills that aren’t always available in the full-time workforce. 

Freelancers and contractors can be a stopgap solution, or in some cases, a permanent one.

• Tap into gig platforms

Platforms like Upwork, Toptal, and Freelancer offer access to a vast pool of freelance professionals with niche skills. 

For example, if you need a blockchain developer, but can’t find a full-time hire, contracting someone from Toptal might fill the gap while you continue searching for a long-term candidate.

In 2020, 36% of the U.S. workforce participated in the gig economy, providing a large pool of on-demand talent for hard-to-fill positions​.

You can also look into competitors of mentioned platforms, to make sure you considered all of your options before deciding on a platform.

There are many Upwork, Freelancer and Toptal competitors out there that might be the right choice for your hiring needs.

• Engage freelancers for long-term projects

Freelancers may start as short-term contractors but could transition into permanent employees if the fit is right. 

Contract-to-hire arrangements allow you to test their skills in real time while fulfilling immediate project needs.

Final thoughts

Filling hard-to-fill jobs is not as big a task as you may think if approached strategically. 

If you manage to implement at least some of these tried and tested techniques discussed above, a couple of them are bound to click right and serve you the results you’ve been looking for.

Up for the commitment? Let us know how that goes.