A hard-to-fill vacancy is filled by first understanding why the role is difficult to fill, and then tailoring your approach accordingly. That means: adapting your recruitment strategy, strengthening your employer branding, and where necessary bringing in a specialized partner who has access to the right talent. Not every vacancy requires the same approach, and that distinction is exactly what makes the difference.
Why are some vacancies so hard to fill?
Some vacancies are hard to fill because the required profile is rare in the labor market, because the role is insufficiently attractive to candidates, or because the search strategy does not align with the reality of available talent. Often a combination of these factors is at play, and that combination calls for a targeted approach.
In the Belgian labor market of 2026, the shortage in certain sectors and roles is a concrete reality. For mid- to senior-level profiles, the best candidates are rarely actively looking. They are already employed, satisfied with their situation, and do not respond to standard job advertisements. You can only reach them if you work proactively and in a targeted way.
Other factors that make a vacancy more difficult to fill:
- A job description that is too broad or too narrow, which puts off or confuses candidates
- A salary package that is not in line with the market
- An unknown or low-visibility employer brand
- A selection process that takes too long or lacks transparency
What is the difference between a scarce profile and a poorly defined vacancy?
A scarce profile refers to talent that is objectively rare in the labor market. A poorly defined vacancy is a role whose requirements are not clearly established internally, causing you to search for someone who does not exist in practice. The distinction matters, because the solution is different in each case.
With a scarce profile, the challenge is finding and convincing the right person. You need access to hidden talent, a compelling story as an employer, and sometimes patience as well. With a poorly defined vacancy, the first step is internal: sharpening the role, the expectations, and the required competencies.
A good way to make this distinction: ask yourself whether there is internal consensus on who the ideal candidate is. If three stakeholders give three different answers, the vacancy is insufficiently defined. If everyone agrees but the candidates are nowhere to be found, you are dealing with a scarce profile.
How do you adapt your recruitment strategy for scarce profiles?
For scarce profiles, you adapt your recruitment strategy by focusing less on inbound applications and more on active, targeted searching. That means: directly approaching passive candidates, leveraging networks and referrals, and using an approach that goes beyond standard job boards.
Concrete adjustments that work:
- Invest in direct sourcing: Actively approach candidates via LinkedIn, sector networks, and events, even if they are not actively looking.
- Activate your internal network: Employees often know people with the right profile. A referral from a trusted source has more impact than an advertisement.
- Reconsider your requirements: Distinguish between what is truly necessary and what is nice-to-have. This expands your pool without compromising on quality.
- Speed up your process: Strong candidates for scarce profiles receive multiple offers. A slow or unclear selection process costs you talent.
For recruitment and selection of mid- to senior-level profiles, a proactive approach is not a luxury but a necessity. The market does not wait.
What role does employer branding play in attracting hard-to-find profiles?
Employer branding plays a major role in attracting hard-to-find profiles because candidates with scarce skills have options. They are not just choosing a role, but also an organization, a culture, and a future perspective. A strong employer brand ensures that your vacancy stands out, even to people who are not actively looking.
Employer branding goes beyond a polished careers page. It is about how you are visible as an employer in the market, what employees say about you, and what story you tell candidates. For hard-to-fill vacancies, that story can sometimes be the difference between a candidate responding or not.
Practical points of attention for your employer branding:
- Be honest and specific about what you have to offer as an employer
- Let current employees speak rather than only the organization itself
- Ensure your employer value proposition aligns with what your target audience values
- Be consistent in your communication, even outside active recruitment periods
When do you bring in a specialized recruitment partner?
You bring in a specialized recruitment partner when you internally lack the capacity, network, or market knowledge to find a difficult profile on your own. This is the case with scarce profiles, confidential searches, or roles where speed and precision are important.
A specialized partner adds value where a standard approach falls short. They have access to candidates who are not actively applying, know the salary benchmarks in your sector and region, and can help you sharpen the vacancy definition before the search even begins.
Signs that it is time to bring in external support:
- Your vacancy has been open for more than six weeks without suitable candidates
- You are receiving many applications, but none that are a real fit
- The role is strategically important and a wrong hire has major consequences
- You have insufficient time or resources to give the search the attention it deserves
How we help you with hard-to-fill vacancies
At Skill&Will, we combine market knowledge, a broad network, and a targeted approach to fill even the most challenging vacancies. We work exclusively with a qualitative shortlist of candidates who are a genuine fit, not with a pile of CVs. Here is how we help you concretely:
- We analyze together with you why the vacancy is hard to fill and sharpen the search assignment
- We actively approach passive candidates through our network in Belgium, with a particular focus on Brussels and Flemish Brabant
- We assess each profile on competencies, motivation, and cultural fit, so you only meet the most relevant candidates
- We guide the entire process, from intake interview to hire, and keep you informed at every step
Want to know how we can tackle your hard-to-fill vacancy? Get in touch and we will look together at the best approach for your situation.
