Which Roles Are the Hardest to Fill (and Why)
Even in a strong job market, some positions consistently take longer to fill than others. You post the job, promote it across every platform, and still—weeks later—your candidate pipeline feels empty. Sound familiar?
You’re not alone. According to ManpowerGroup’s 2024 Talent Shortage Survey, 74% of employers report difficulty finding candidates with the right skills—a 17-year high. But not all positions are equally hard to fill. Some roles attract fewer applicants, require highly specialized skills, or demand a mix of experience that’s tough to find.
Let’s break down which roles are hardest to fill right now—and why—so you can adjust your recruiting strategy accordingly.
1. Tech and Data Roles
It’s no surprise that tech jobs remain among the most difficult to fill. Developers, cybersecurity analysts, cloud engineers, and data scientists are in constant demand. With companies in every industry undergoing digital transformation, there simply aren’t enough qualified professionals to go around.
Even when talent is available, many tech professionals are selective—looking for remote flexibility, continuous learning opportunities, and cutting-edge projects rather than just compensation.
Tip: Move fast. Technical candidates often receive multiple offers within days. Streamline your interview process, offer clear advancement paths, and highlight the impact of the work they’ll be doing (not just the tools they’ll use).
2. Skilled Trades and Manufacturing
While much of the spotlight shines on white-collar roles, blue-collar jobs are facing some of the toughest shortages in decades. Welders, machinists, electricians, and maintenance technicians remain in high demand as experienced workers retire faster than new ones enter the field.
Why: A combination of aging workforces, fewer vocational programs, and misconceptions about pay and career growth in the trades has created a widening gap.
Tip: Partner with local trade schools, community colleges, or apprenticeship programs. Promote stories that showcase real career progression and strong compensation—especially to younger candidates who may not realize how lucrative and stable these paths can be.
3. Healthcare Professionals
From nurses and medical assistants to behavioral health specialists and lab techs, healthcare organizations are struggling to keep up with rising demand. Burnout, long hours, and competition from telehealth roles have made retention just as hard as recruitment.
Why: The pandemic accelerated shortages, and many professionals have since shifted to flexible, remote, or per diem work.
Tip: Highlight flexibility and mental-health support. Employers that offer alternative schedules, wellness stipends, or internal mobility options tend to attract more qualified candidates—and keep them longer.
4. Sales and Business Development
These roles are critical for revenue growth, yet they’re consistently among the hardest to fill. A strong salesperson needs a rare blend of drive, communication skills, and resilience—and not every applicant thrives in performance-based environments.
Why: Many employers want candidates with both deep industry knowledge and proven track records, which significantly narrows the pool.
Tip: Instead of focusing solely on past quotas, evaluate potential. Look for adaptability, curiosity, and the ability to build relationships—skills that can be developed through coaching. Offering solid onboarding and transparent compensation plans can help seal the deal.
5. Leadership and Management Roles
Leadership hiring has become more complex in a hybrid world. Companies need managers who can inspire remote teams, foster inclusion, and drive results across distributed workforces. But those skills don’t always show up on a résumé.
Why: The leadership landscape has shifted—empathy, adaptability, and change management are now just as important as technical expertise.
Tip: Use structured interviews and behavioral assessments to evaluate leadership potential. Highlight your organization’s culture, mission, and impact—today’s leaders want to know why their work matters as much as what they’ll do.
6. Emerging and Cross-Functional Roles
As new technologies reshape business, hybrid roles—like AI product managers, sustainability analysts, and DEI strategists—are becoming increasingly essential. The problem? These positions often require skill combinations that don’t exist in traditional career paths.
Why: Many candidates may have partial experience but not the full blend of technical, strategic, and communication skills needed.
Tip: Focus on transferable skills. Instead of waiting for a “unicorn,” consider hiring strong learners who can grow into the role with training and mentorship.
Turning the Challenge Into an Opportunity
Hard-to-fill roles highlight a bigger truth: the skills employers need are evolving faster than the talent market itself. That’s not all bad news. It’s an opportunity to get more creative—expanding where and how you search for candidates, rethinking job requirements, and investing in upskilling from within.
Partnering with platforms like TalentAlly can help connect you with diverse, qualified candidates actively looking for their next opportunity. With the right strategy and sourcing partners, even your toughest roles can become success stories.
