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.com


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.

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