Top Hard to Fill Jobs by 2025
Thought your jobs were already hard to fill? Unfortunately, for many of us, it’s about to get harder. According to a report from The Conference Board, there will be a labor shortage over the next decade that will disproportionately affect employers operating in specific industries, using the services of distinct workers. Fast Company recently summarized the report’s findings and provided an overview of the jobs that will be most impacted by this projected labor shortage. According to the article, the top 5 hardest jobs to fill by 2025 will be:
Healthcare appearing on this list should come as no surprise. Our population is aging. Fast. Baby boomers are demanding healthcare at ever-increasing rates. The Conference Board identified healthcare as the #1 hardest industry to hire for. SHRM shares this sentiment, with 4 of their top 10 hard to fill jobs coming from healthcare.
2. Skilled trades
The Conference Board recognized skilled tradesmen such as electricians, machinists, plant/system operators, and rail transportation workers as high-risk jobs on their labor shortage index. The majority of the skilled trade workforce is made up of baby boomers or older. As this population nears retirement and exits the job market, there is a shortage of younger people training and ready to come in and fill this void. Apprenticeships just don’t attract young adults like they used to, despite the fact that there is still a demand for these types of skills.
A Deloitte study found that by 2020, domestic manufacturing will demand 2 million more workers than are available. This is troubling, especially considering that the same report found that only 1 in 3 parents would encourage their children to pursue a career in manufacturing and millennials ranked manufacturing as their last choice for a career. See a trend? As with skilled trades, our youngest members of the workforce are not flocking to the technical jobs that require a more hands-on approach.
As more and more business has moved online and products have shifted to cloud-based goods and services, the sales landscape has shifted. Rapidly expanding companies no longer constrained by brick and mortar confines and tangible inventories have a seemingly limitless need for salespeople. To add to this, the modern salesperson has evolved. With the endless flow of new sales and marketing technologies constantly rolling out, being a good “people person” is no longer enough to get it done. Today’s salespeople have to be highly analytical, data-driven, and tech-savvy to stay competitive.
5. Math-Related Fields
The Conference Board found that as a whole, STEM jobs are not at risk for job shortages. This is due to the fact that young people and immigrants have shown a higher than expected interest in these fields. However, math-related fields have not seen this surprise bump in the labor force. Jobs such as data analysts and statisticians are at high-risk for labor shortages. As all facets of today’s most successful businesses have become data-drive, the need for professionals with quantitative skills has exploded.
If you’re reading this and your organization hires professionals in any of these categories, you’re not doomed. But, you do need to prepare a game plan to optimize how you attract, engage with, and hire the top professionals that will be operating in these markets that are lean on candidates. In other words, competition is going to be intense. Here are some tips that will help get you prepared.
Hire Better Recruiters
The key to closing candidates for these hard to fill jobs is having a great recruiting team. Have you read our secret recipe, explaining the three key traits of a successful recruiter that you must look for? It’s time.
Close More of Your Job Offers
Too many employers just focus on getting more candidates in the top of the funnel. Due to the competitive landscape of today’s job market, closing top candidates has become increasingly THE competitive advantage of successful employers. Download our eBook to learn the 5 secrets to boosting your offer acceptance rates.
Upgrade Your Weapons
According to Aptitude Research Partners’ Hire, Engage and Retain study from, over 70% of employers have or will invest in an applicant tracking system. Citing that the applicant tracking system “remains the backbone of a modern recruitment function,” the study goes on to explain how ATSs allow for efficiency and transparency when constructing modern talent acquisition programs. This starts with systems that are able to meet both candidates and hiring managers where they are at, whether that’s a computer, tablet, or mobile device.