Rethinking “Hard to Fill”: How to Shift Your Hiring Lens
If you’ve ever said “we just can’t find anyone,” you’re not alone. Most employers have at least one role that feels impossible to fill. The problem isn’t always the talent market. Often, it’s the lens we’re using to look at it.
At Saltera HR, we spend our days studying what actually drives successful hires across industries. One truth stands out clearly: hard to fill doesn’t always mean hard to find. It usually means something in your process is out of alignment: the scope, the story, or the speed.
1. Check the Scope
Sometimes a job description reads more like a wish list than a role. When requirements balloon, the talent pool shrinks. Try trimming your “must-haves” down to the true essentials. Ask yourself, What would a high-potential person need to learn in the first 90 days to succeed here? That question alone can widen your search dramatically.
2. Tell the Right Story
Candidates don’t just apply for jobs; they buy into stories. The difference between an average posting and a compelling one often comes down to authenticity and tone. Instead of leading with a list of tasks, describe impact: “You’ll be part of the team that builds the systems powering the next generation of clean manufacturing.” The right story attracts talent that already feels aligned with your mission.
3. Move with Intent
Speed still matters, but intention matters more. A fast process that feels cold will lose candidates just as quickly as a slow one. Build momentum by setting clear communication checkpoints. Candidates appreciate honesty over perfection. Even a short message that says “we’re still in review, but you’re top of mind” keeps people engaged and protects your reputation.
4. Think Pipeline, Not Position
Every search builds future value if you treat it that way. The best organizations view hiring as relationship building, not transaction management. Stay connected with the people you almost hired. They’re often your next great fit.
The Takeaway
You can’t control every variable in the talent market, but you can control your clarity, your story, and your pace. When those three things are aligned, “hard to fill” becomes “strategic to fill.”
At Saltera HR, we help growing companies build the kind of processes, partnerships, and pipelines that make great hires feel easy, because people matter and how you find them does too.