Every organisation faces them — roles that seem impossible to fill. Whether it’s a specialised technical position, a senior leadership role, or a job in a highly competitive industry, traditional recruitment methods often fall short. These hard-to-fill roles require a smarter, more strategic sourcing approach.

At Electus People, we work with employers every day to find the right talent for these challenging positions. Here are the top strategies we recommend.

Don’t wait until a vacancy appears. Proactively create a talent pipeline of candidates with the skills and potential your business will need in the future.

• Connect with passive candidates on LinkedIn
• Offer internships or projects to emerging talent
• Keep relationships warm through newsletters and regular updates

Posting on mainstream job boards often isn’t enough. Expand sourcing by using:

• Industry-specific job boards (healthcare, IT, aged care, trades)
• Professional associations and member directories
• Online communities where talent actively engages (Reddit forums, Slack groups, GitHub, specialised LinkedIn groups)

Employees are often your best recruiters. A strong referral program:

• Expands your reach into trusted networks
• Shortens time-to-hire
• Improves cultural fit and retention

Many of the best candidates aren’t actively job-hunting. Reaching them requires:

• Personalised LinkedIn outreach (not generic InMails)
• Sharing thought-leadership content to build brand trust
• Hosting webinars or networking events to showcase opportunities

Hard-to-fill roles attract fewer applicants, so your employer brand must stand out.

• Highlight your values, culture, and growth opportunities
• Share authentic employee stories online
• Showcase workplace flexibility, training, and career pathways

A recruitment partner with deep industry networks can help you access hidden talent. Agencies like Electus People maintain pre-screened databases and relationships with candidates who may not be visible through traditional channels.

For roles with limited candidate pools, consider transferable skills.

• Candidates from adjacent industries may bring fresh perspectives
• Provide training or upskilling pathways to close skill gaps
• Focus on core competencies and cultural alignment rather than rigid experience checklists

Filling hard-to-hire roles doesn’t need to feel impossible. With the right mix of proactive sourcing, strong employer branding, and strategic partnerships, your business can access the talent it needs — even in a competitive market.

At Electus People, we specialise in connecting employers with skilled professionals in niche and high-demand roles.

Contact us today to discuss how we can help you fill your hardest-to-recruit positions.