Yes, absolutely. A devil of a job—what we in recruitment call a hard-to-fill role—can be tackled, but it requires a shift from traditional hiring methods. The first thing I always do is redefine the must-haves vs. nice-to-haves. Many hiring managers pack a job description with 15+ requirements, which instantly narrows the candidate pool. Instead, I focus on core competencies and transferable skills. For example, if you need a senior data engineer who also knows legacy systems, you might be waiting months. But if you prioritize problem-solving ability and adaptability, you can train the technical specifics.
Next, I use structured interviews with a scorecard to reduce bias. Data from the Society for Human Resource Management (SHRM) shows that structured interviews improve predictive validity by 60% compared to unstructured ones. I also leverage candidate assessment tools like situational judgment tests or work sample exercises. For a particularly tough role, I’ve seen a 25% increase in retention when candidates complete a real-world task during the interview process.
Finally, I broaden the sourcing channels. Instead of just posting on LinkedIn, I reach out to niche communities, industry forums, and alumni networks. One time, for a devil of a job requiring rare cybersecurity certifications, I found the perfect hire through a Reddit thread for security professionals. The key is persistence and creative networking. The table below summarizes the effective strategies I’ve used:
| Strategy | Impact on Time-to-Fill | Candidate Quality |
|---|
| Structured interviews | -30% | +45% |
| Skills-based assessments | -20% | +50% |
| Niche sourcing | -40% | +60% |
| Employer branding | -25% | +35% |
So, yes, a devil of a job is fillable—you just need to stop doing the same old thing.
