hardtofill

Hard-to-fill is a term used in human resources to describe job openings that are difficult to fill within a typical time frame. It is often defined by longer than average time-to-fill, low applicant volume, or failure to meet required qualifications. Organizations monitor hard-to-fill positions to manage workforce planning and productivity.

Causes include shortages of qualified candidates in a given field, geographic immobility, high credentialing requirements, noncompetitive compensation, specialized or advanced skill needs, aging workforce, rapid business growth, and intense competition for scarce talent.

Measurement: common metrics include time-to-fill, vacancy duration, vacancy rate, offer acceptance rate, and cost-per-hire. Some organizations set thresholds to classify roles as hard-to-fill, such as time-to-fill above the industry median, or a sustained low applicant-to-position ratio.

Industries frequently affected are healthcare, information technology and engineering, skilled trades, and education. Hard-to-fill roles are often in remote locations, require rare certifications, or demand high experience levels; enabled demand is rising in areas like cybersecurity and data science.

Strategies to address hard-to-fill include proactive workforce planning, upskilling and reskilling programs, partnerships with educational institutions, internship and apprenticeship programs, relocation and compensation adjustments, enhanced employer branding, targeted sourcing, and process improvements such as streamlined interviewing and offer management. Automation and outsourcing can also mitigate impact.

Impact: persistent hard-to-fill positions can affect service levels, project delivery, and customer satisfaction, while increases in recruitment effort can raise costs. Ethical considerations include equitable access to opportunities and fair compensation.