Top 10 Toughest Jobs to fill in 2016
CHRISTOPHER MC QUADE MBA/HRM
YOUR PERSONAL HR ADVISOR
MC QUADE HR CONSULTANTS
Finding the perfect candidate
◦ The search to hire the most qualified and the brightest candidates—or even the
mediocre—has remained a considerable task throughout the year, no matter the size
or location of the company.
◦ Regrettably for most recruiters, 2016 will be even tougher as business demands
increase and the lack of qualified candidates with matching skill sets are difficult to
attract / retain.
◦ While recruiters cannot summon St. George to slay this dragon, there are effective
talent acquisition strategies to find high-quality candidates.
Semper Gumby (Always Flexible)
◦ Companies that are flexible in the type, skill-sets and quality candidates can make a big
difference in talent acquisition
◦ Talent acquisitions should look beyond the obvious options when locating a perfect
candidate(s)
◦ Search for candidates in adjacent industries; they should acquire candidates based on related functions and similar
skill sets, and after acquiring the new employees they should invest in the new hires and expand their value to the
company
◦ Recruiters should look at younger candidates who will grow into a position and fulfill other functions the employer
might need them for. (By using existing employees the cost of acquisition and training will retain more profits for
the company)
◦ The U.S. Census Bureau estimates that the retirement-age population will grow by 38
percent over the next 10 years.
◦ As the baby-boomers being to retire, their exit from the workforce will drive up demand in
many fields
◦ Health care, Technology and financial sector jobs will be the largest industries needing qualified replacement
candidates– by considering applicants who would be otherwise a ‘perfect fit’ might need a few years of training or
skill acquisitions can be a great strategy (investing in your people will yield success for your business in the longterm)
Data Scientist
◦ Approximately 6,000 companies are expected to hire for a projected 4 million IT
jobs with direct ties to data analysis in 2016
◦ Because the data scientist field is so new that it’s difficult to track specific hiring
needs in this industry
◦ The skill-sets and responsibilities in this role are still being defined
◦ Companies will likely increase the recruiting for this role as hiring managers
redefine, adjust and focus what the perfect data scientist looks like
Electrical Engineer
◦ In the Chicago, Houston and San Diego markets, demands for electrical engineers is
expected to be strongest
◦ The qualified candidates will likely be found in Los Angeles and New York
◦ This will create a massive imbalance making it harder to attract qualified candidates
◦ The company will have expand their searches outside of their area in order to compete for quality
candidates
◦ The company will have to invest large sums of money/profits for attractive relocation benefits / packages in
order to compete against competing companies looking for the same talent
General and Operations Manager
◦ By 2022 the U.S. Bureau of Labor Statistics forecasts 12.4 % growth that translates to
(613,000) new positions in the next seven years.
◦ Talent acquisitions – will have to procure talent by retaining and promoting talent
◦ The best general and operations managers are sitting in your organization right now
◦ Promote from within unless there are better options elsewhere
◦ Train your employees to be the best where they are and acquire new skill-sets
◦ Talent acquisitions– will have develop better techniques to recruit candidates from
rival companies and prevent rival recruitment.
◦ A proper compensation package is worth more than just dollars in the employee’s bank
◦ If an employee asks for an increase or they’re gone: think of the cost to replace them and the what it means
to lose their skill set / knowledge
◦ Attract qualified by what they want, not what you provided last century (millennials need more than PTO
and a corporate card)
Home Health Aide
◦ The U.S. Bureau of Labor Statistics projects in the next seven years a hiring boom of
48% (600,000) in this market
◦ This is a direct result of the baby boomers
◦ As baby boomers age they will require more healthcare at lower costs
◦ Insurance companies and government programs will have to seek new resolutions to service gaps
◦ With heavy demand in this market and few candidates to fill the need
◦ The median annual salary is $21,000.00
◦ A very limited scope of qualified and/or quality candidates to fill positions
Information Security Analyst
◦ With expanding consumer demand for cloud-based technology: according to
Microsoft Company they reported by the beginning of 2016, their North American
company will have to employ at least 2 million information security analysts
◦ Due to heavy demand and not enough qualified candidates, it is possible a shortage
will drive up the cost of acquisition,
◦ Recruiters may relocate from different areas of the country
◦ Companies may choose to off-shore or out-source if the cost of acquisition grows to high
◦ Higher relocation packages attacking qualified candidates
◦ Loss of control by using 3rd party providers
Marketing Manager
◦ With an average annual salary of $127,000– and an explosive growth in digital
marking, there isn’t enough qualified candidates to fill every position
◦ College Recruiters are being pushed by industry and market to recruit as many
qualified students as possible
◦ College graduates will not suffice; recruiters must be creative in recruiting high quality
candidates from other companies or from the recently retired wanting back in the
business
Medical Services Manager
◦ According the Bureau of Labor Statistics: healthcare and social assistance will need to
fill 73,000 jobs by 2022
◦ This industry is the nations highest labor shortage in comparison to all other
industries and markets.
◦ Recruiters and industries will have to work with colleges and universities to push for
these fields
◦ Industries must evaluate why this shortage is such a pitfall and how to fill in the gap(s)
Physical Therapist
◦ By 2016 the demand for full-time physical therapists will exceed the candidate pool by
33,000 eligible candidates
◦ Demands for PT are up due to higher access to healthcare as a result of the Affordable
Care Act
◦ Demands for PT are also caused by a greater need of the aging population in need of
their services
Registered Nurse
◦ According the U.S. Bureau of Labor Statics
◦ projects a 19% growth by 2022
◦ Projects the industry will have to replace 525,000 current RNs due to retirement
◦ The Industry will have to recruit over a million new nurses in order to meet industry need
◦ Recruiters will have to work with schools, colleges and universities in order to fill the
upcoming demand for nurses
Software Engineer
◦ With the advent of the Internet, ecommerce, cloud technology and all the gadgets people
use.
◦ According to the U.S. Bureau of Labor Statics there are three positions for every one candidate from a computer
science program
◦ According to the U.S. Bureau of Labor Statics software engineering jobs needed to be filled will number about
222,000 by 2022
◦ Recruiters will really have to put on their thinking caps for this task!
◦ Recruiters will have to partner with colleges and universities guiding their programs in order to fill not only the jobs
that are opened, but the jobs that haven’t even been thought of yet.
◦ For flexible work programs – viable candidates coming from secured off-site campus (off-shoring or out sourcing)
Conclusion
• The balance between markets, industries to schools, colleges and
universities are paramount.
• The designing and evolution of programs, scouting and recruitment will
put American industry ahead of the foreign competition
• When deciding the perfect candidate also think about their needs and the
business needs
• There are vast differences in the requirements of baby boomers, Gen X
and Y, and Millennials