Some roles are just more challenging to fill than others. But trying to fill these roles in a competitive marketplace only compounds the difficulty.
Money is the easiest and most obvious solution. But this doesn’t always work long-term. You could have hired a money-motivated individual who will jump at the next opportunity that pays more. Then you’ll be in the same position you were before.
In my experience, working closely with hiring leaders across healthcare, life sciences, and health tech, the companies that consistently win talent aren’t just offering the highest salary. They’re the ones who move quickly, understand the market, and present a compelling long-term opportunity.
So, what do you do? We spoke with our team of healthcare recruiters to get some advice to pass on to employers who are having challenges filling hard-to-fill positions.
1. Focus on retention to avoid having to recruit
The best hard-to-fill hire is the one you never have to make.
Many “urgent” searches could have been avoided with better retention planning. When companies lose strong performers due to burnout, unclear growth paths, or compensation that hasn’t kept pace with the market, they’re forced back into a highly competitive talent pool.
Fortunately, you can avoid this. Take a hard look at things such as:
- Internal career progression paths
- Compensation benchmarking
- Leadership development
- Workload distribution
- Employee engagement
Strong retention doesn’t just reduce recruiting costs. It protects institutional knowledge and stabilizes team morale. In a competitive market, prevention is more powerful than replacement.
From a recruiter’s perspective, many of the searches we see labeled “urgent” are actually predictable. High performers tend to leave for the same reasons: lack of career growth, compensation falling behind market benchmarks, or leadership gaps. Organizations that regularly review compensation and development pathways are far less likely to find themselves scrambling to replace key talent.
2. Cast a wider net and consider less traditional candidates
One of the biggest mistakes employers make is over-specifying what they want in a candidate.
It’s important to focus on capability over pedigree. If you’re only considering candidates from direct competitors or requiring an exact industry match, you may be artificially shrinking your talent pool.
Consider adjacent industries with transferable skills and candidates who are one step below the title but show high potential.
The best hires aren’t always the most obvious ones. Expanding your definition of “qualified” can uncover exceptional talent that your competitors are overlooking.
This is something we see frequently when working on specialized searches. Some of the strongest candidates come from adjacent sectors or slightly different environments but bring highly transferable skills. Hiring leaders who focus on competencies and potential rather than an exact resume match often uncover exceptional talent that competitors overlook.
3. Act fast when you find the right candidate
Top candidates rarely stay available for long. In-demand professionals are often considering multiple opportunities. A common frustration among headhunters is watching strong candidates drop out because hiring teams moved too slowly or added unnecessary interview rounds.
Moving quickly shows you have a serious interest. Take steps to consolidate interview stages where possible, provide timely feedback, and be ready to make an offer quickly
A drawn-out process can communicate indecision or lack of urgency, neither of which inspires confidence in high-performing candidates.
One of the most common reasons companies lose top candidates is simply speed. The strongest candidates are often in multiple processes at once, and delays between interviews or slow internal decision-making can quickly result in losing them to another opportunity. Efficient processes signal confidence and respect for a candidate’s time.
4. Be flexible with employment offers and terms
Rigid structures can cost you great hires.
Compensation still matters, especially in competitive markets. But flexibility goes beyond salary.
Deals often fall apart over preventable sticking points.
Consider negotiation flexibility on things beyond money, such as:
- Signing bonuses
- Equity or long-term incentives
- Hybrid or remote arrangements
- Flexible schedules
- Professional development budgets
- Title adjustments where appropriate
A slightly lower base salary may be acceptable if growth opportunities, flexibility, and work-life balance are strong. Creativity can make the difference between landing top talent and losing them to a more adaptable competitor.
Many offers fall apart over details that could have been addressed early in the process. Having clarity around compensation ranges, flexibility on structure, and a willingness to get creative with the total package can make a significant difference when competing for high-demand talent.
5. Work with recruiters specializing in your industry
Not all recruiters are built for hard-to-fill roles.
Specialized headhunters bring deep networks, market intelligence, and credibility within specific industries. They often know who is quietly open to a move before that individual ever applies to a job posting.
An experienced specialist can provide real-time compensation data, advise you on how your opportunity compares in the market and can approach passive candidates discreetly.
At IQ PARTNERS, we offer specialized recruitment knowledge in 17 areas. When the stakes are high, working with a recruiter who understands your industry landscape can dramatically increase both speed and quality of hire.
Specialized recruiters spend years building relationships within their markets. Because of this, they often have access to passive candidates who are not actively applying to roles but are open to the right opportunity. That network, combined with real-time market insight, can significantly improve both the speed and quality of a search.
More advice for hiring for hard-to-fill roles
Hard-to-fill roles require more than just posting a job and hoping for the best. They demand proactive retention, broader thinking, faster execution, flexibility, and strategic partnerships. In a competitive market, employers who adapt will get the talent. Those who don’t risk watching top talent join their competitors.
Ultimately, organizations that treat hiring as a strategic priority rather than a reactive task tend to outperform their competitors in the talent market. The companies that plan ahead, move decisively, and stay aligned with market realities are the ones that consistently attract and retain top performers.
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