What Are the Hardest Jobs to Fill?

August 16, 2016
Guest Post
Friend of Drafted

Hiring for the hardest jobs to fill often feels like the hardest job. If your team is looking for candidates with titles like "Data Scientist" or "Software Engineer" you are not alone in your struggle to find great employees. These candidates are unicorns in today's hiring market. So how can you actually hire for the hardest jobs to fill? While recruiting and hiring can often feel like a lot of hand-to-hand combat without much time for reflection, taking time to understand the jobs that you're hiring for (and establishing a repeatable hiring process) can put you steps ahead of the competition when it comes to making critical hires.

Take 2 easy first steps:

  1. Understand which are the hardest jobs to fill on your list
  2. Use data to benchmark your hiring performance

What are the hardest jobs to fill?

SHRM recently released 2016's 10 Hardest Jobs to Fill, and here they are (sorted alphabetically):

  • Data Scientist
  • Electrical Engineer
  • General and Operations Manager
  • Home Health Aide
  • Information Security Analyst
  • Marketing Manager
  • Medical Services Manager
  • Physical Therapist
  • Registered Nurse
  • Software Engineer

What is the average time to fill for these "hardest jobs to fill"?

Workable self-published time-to-fill statistics in this awesome blog post with accompanying infographic. Their study revealed that Engineering, Information Technology, and Product Management were some of the hardest jobs to fill, and required upward of 50 days per job to hire the right employee.

Hardest jobs to fill
Data from Workable

So what can you do with this information?

Once you know how hard it is to hire for the jobs on your req list, and understand how you've performed in searches in the past, you can determine whether you hire faster than the industry average, or if you have room to improve. If you have tough roles to hire for, and aren't hitting the mark, you can start to consider where in the process you're getting slowed down.

You can begin to look at things like "Which candidate sources are providing me with the shortest time to schedule an interview?" and "Of the past 10 - 20 hires we've made, where did we find them?". Do InMails return very few responses and take a very long time to schedule? Are introductions and referrals from employees a major source of new hires? In this way, you can start to spot channels that are faster and slower, and more effective or less effective. Then, you can begin to understand where there are opportunities to source candidates who have a higher likelihood of joining your team, and where to focus less effort on channels that are time wasters.

Do you have any tips and tricks for cutting through the noise and hiring the hardest jobs to fill? Share your wisdom below.

About Drafted

At Drafted, we believe that your company network is your single biggest competitive advantage when it comes to hiring. Our mission is to make it easy for you to leverage your network in the hiring process to find the best candidates. Your network is already powerful, it’s just too much work to make it a priority over the day-to-day of recruiting. Companies that use Drafted see their employee referral numbers go up by 2x, their time to hire drop by 30% and their overall hiring efficiency increase significantly within just a few months.