There is more 7 million job openings in the US., but some positions are more difficult to fill than others.
Nursing, one of the fastest growing health care professions nationwide, requires years of specialized education and clinical training. AI experts and data scientists, on the other hand, work in fields that are evolving so quickly that the demand outstrips the supply of trained talent.
At the same time, changing business needs and emerging technologies are reshaping hiring priorities across industries, making it increasingly difficult to find the right employees for the right roles.
Here’s a look at five of the toughest jobs to fill right now — and how companies can increase their chances of finding top talent.
AI talent
Artificial intelligence may have started in the tech sector, but the competition for AI talent is now moving beyond it. Companies in healthcare, finance and manufacturing – among other industries – are racing to incorporate AI into their operations, and that demand is expected to continue to grow. In accordance with ZipRecruiter Survey52% of business owners are actively hiring for AI-related skills.
As companies across industries embrace AI, they’re “drawing from the same pool of candidates,” says Maruf Ahmed, founder of staffing firm Dexian. “AI-related roles have nearly doubled as a proportion of total hiring demand over the past year.”
Another irony, Ahmed says, is how quickly the technology itself evolves.
“Job definitions have changed faster than talent has had time to catch up,” he said.
Health workers
The health care sector has faced shortages for years, and demographic trends suggest the problem isn’t going away anytime soon. An aging population is increasing the need for care as many veteran nurses approach retirement, leaving healthcare facilities across the country with fewer experienced staff to meet the growing needs of patients.
The shortage extends beyond registered nurses. The Bureau of Labor Statistics (BLS) projects that the employment of nurses — skilled doctors who can diagnose conditions and prescribe medications — will grow by 40% by 2034, making it the third fastest growing occupation in the country. The demand for nurse anesthetists is expected to increase.
Data experts
As companies generate larger volumes of data and face evolving cybersecurity threats, competition for technical talent has intensified. More than ever, large organizations need employees who can collect and analyze data, and translate their findings into measurable insights.
The labor market reflects that need. Data scientist is the fourth fastest growing occupation in the country, according to the BLS, with 82,500 more jobs projected over the next eight years. Information security analyst ranked fifth, with another 52,100 openings expected during that time.
Renewable energy experts
As utilities, businesses and homeowners invest in renewable energy projects, employers are scrambling to find professionals with experience building, installing and maintaining the infrastructure that supports them.
According to the BLS, the wind turbine technician is the fastest growing occupation in the nation, with employment expected to increase by 50% by 2034.
Solar photovoltaic installers are not far behind, with a 42% increase expected over the same timeline. It’s the second fastest growing occupation, says the BLS.
Skilled trade workers
Skilled trade workers are also becoming more difficult to find, and the challenge goes beyond training needs. Many industries are facing a labor gap as experienced electricians, HVAC technicians and other trades are retiring faster than they can be replaced.
At the same time, the influx of new workers in these sectors has not kept pace with demand. Trade schools, apprenticeship programs, and other training methods are not producing enough graduates to complete retirement and meet employers’ hiring needs.
How to hire employees in a competitive market
If you’re struggling to fill one of these positions, it may be time to rethink how you screen people. Rather than focusing on degrees, credentials, or years of experience, consider taking a skills approach first. According to ZipRecruiter’s to ZipRecruiter’s latest employer survey38% of businesses already use competency-based assessments to support hiring decisions.
“You have to check that your hiring needs are unnecessarily limiting the pool,” Bardot said. “Many organizations struggle to fill positions, because they are looking for the right person who meets all the qualifications, rather than focusing on the skills and abilities that are really important for success.”
In addition to adopting a skills-based approach, employers must adjust how they attract and engage candidates. That means tapping current and former employees for referrals, moving quickly when qualified candidates appear and revisiting job descriptions to make sure they’re clear and compelling to applicants.
“Candidates want to know what they are going to build and how the role grows over time,” said Ahmed. “When a job description is vague about scope or background, it shows that the company hasn’t done its homework, and that’s enough to lose someone before the first interview even takes place.”
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