The bad news? Some just are. The good news? You are in control.
As an employer you already know the harsh reality that some jobs are, and will always be, tough to fill. It doesn’t matter where you live, how affluent the community is, etc. there are always some jobs that challenge even the top talent hunters. It won’t be easy for you.
But that doesn’t mean it is impossible to get these jobs filled. You might just have to be a little more creative to be successful.
Know the challenge... Is this a ‘unicorn’ (one in a million) job? What do the staffing reports say? If the job title (or a similar one) appears on ‘The toughest jobs to fill in [ANY YEAR]’ article you know you are in for a challenge. These articles may have tips for attracting that illusive unicorn and there are a ton of staffing reports every year that forecast needs in specific fields in specific countries.
What makes these jobs so hard to fill? There have always been jobs that require specialty training and skills; a shortage in sector or another; and some jobs that simply aren’t very popular. In some sectors, like healthcare, the demands are increasing faster than workers can be trained.
Hard-to-fill jobs are often defined as those that remain vacant for a long period of time or as one requiring specialized skills/experience not readily found. Things that can make a job hard to fill often includes an unrealistic job description that fails to describe entry level skills/performance and focuses on higher level of experience/expertise frequently at entry wages. The problem may also be external to your company—such as lack of housing or daycare facilities.
Challenge: Identify potential drivers--Aging Baby Boomers, for instance, are driving the need for more personal and home health care aides, personal assistants, etc. Some of these positions have a reported need growth of nearly 50 percent in the next eight years—some of these positions need specialized training to perform their jobs. Strong drivers in any field will create shortages when the jobs require specialized training or certifications that are not readily available or affordable. Five of the10 top toughest jobs to fill in 2018 relate to health care.
Where to look: Get plugged into the specialized training sources and see if they keep an employer list for recent graduates to contact for jobs. Encourage them to create one if they don’t have it already. Found a good candidate that lacks the education? Consider sponsoring them on an apprenticeship that helps cover costs in trade for paid work experience, and perhaps a retainer guarantee of 3-4 years.
Challenge: Identify local resources to speed up training/certification and build in experience. This might include a mentor or tutor, or practice using an automated simulation system.
How to leverage: While the automated system is not perfect, it can expose the new employee to situations and alternatives, common errors and safety needs, and start the conversation. These virtual-reality training systems can also be used by other employees who may need a little brush up, or as an introduction for other employees.
Where to look: A heavy construction equipment operator makes significantly more than an administrative clerk. Maybe a tried and true existing employee would be a good fit for a grow your own program. Never hurts to ask.
Challenge: Evaluate the pay and benefits. Are you competitive? While advertising higher pay may be out of the question, there may be some other tax-deductible benefits that you can used to ‘sweeten the pie.’ Check with your tax adviser for deductible activities.
How to leverage: One of those could be tuition reimbursement or assistance paying off student loans, for instance. Link benefits to performance standards (such as must score above average to be eligible) or time (courses must be completed within the past two years with a score or B or better). There could also be recruiting bonuses for existing employees that help recruit new employees that are hired and stay on the job for six months. These costs could be balanced against recruiting costs which are estimated to be over an average of $4,000 and to take 42 days. Can you do without a unicorn that long and how will that affect your company? 
Challenge: Get on top of your succession plan. Is your industry is evolving? Will your future jobs require the same skill set as they do today?
How to leverage: Consider what skills you will need in the near future that may create some harder-to-fill positions. Begin the process of identifying and potentially giving introductory training to potential candidates that might be existing employees or new hires. Consider targeting specific underserved groups such as veterans. Consider offering an entry level jobs that could fit within your long-term plan.
 The Toughest Jobs to Fill in 2018 (https://www.careercast.com/jobs-rated/toughest-jobs-to-fill-2018?page=0)
 The Myth of the Hard-to-fill Job (https://www.ere.net/the-myth-of-the-hard-to-fill-job/)
 Average Cost-per-Hire for Companies Is $4,129, SHRM Survey Finds, 42 days is the average time it takes to fill an open position (https://www.shrm.org/about-shrm/press-room/press-releases/pages/human-capital-benchmarking-report.aspx)