Creative Sourcing Strategies: Actionable Advice for Tackling Hard-to-Fill Roles and Programs

Every recruiter knows the frustration of a hard-to-fill role. Unlike high-demand positions where you’re choosing between dozens of qualified candidates, these roles either receive very few applicants or an overwhelming number of unqualified ones. Whether it’s a niche skill set, lack of candidate awareness, or low interest, the question remains the same: What do you do when you have a role you just can’t fill?

The answer? A mix of strategic adjustments and the right tools to connect with overlooked talent. Here are our top recommendations for taking actionable steps to improve your candidate flow, based on common problems.

Are your qualifications too limiting?

One of the biggest roadblocks to filling a role is an unnecessarily strict job description. Could certain requirements—like a GPA cutoff or niche experience—be filtering out strong candidates? If you’re hiring for a specialized position like mechanical engineering, an English major isn’t a fit. But if a candidate has one internship instead of two, are they really unqualified?

✅ Solution: Remove unnecessary gatekeeping.
Audit your job descriptions and identify which qualifications are essential and which are just "nice to have." Expanding your criteria can significantly widen your talent pool.

💡 How RippleMatch helps: Our platform intelligently matches your roles with students who meet your real qualifications—so you can focus on great potential, not rigid checkboxes.

Are candidates overlooking your role because they don't know what it is?

If your role has an uncommon title or industry-specific jargon, students may not realize they’re a fit. For example, a position labeled “Business Development Associate” might be overlooked by candidates who don’t recognize it as an entry-level sales role.

✅ Solution: Ensure the job description de-jargons the role. 
You don't need to change the name of your role – but it's important candidates understand what it entails. Make sure your job description clearly explains what candidates will be doing and don't get too caught up in buzzwords. 

💡 How RippleMatch helps: Our AI-driven sourcing finds students who may not have considered your role but match its requirements—so you can reach the right candidates with a single click. On top of that, our platform tells candidates exactly why they're qualified, helping them consider roles they would have previously overlooked and see beyond job titles.

Is there a real skills gap?

Sometimes, the talent simply doesn’t exist in large enough numbers. If your company struggles to hire for specialized roles, consider what you’re doing to bridge the skills gap.

✅ Solution: Invest in Early ID programs & skill development.
Long-term talent strategies include partnering with universities, offering training programs, and creating internships that upskill candidates.

💡 How RippleMatch helps: Keep in touch with candidates over long periods of time using our 'Communities' functionality. In addition to our automated matching and inbound applicant review tools, Communities allows you to form groups of candidates you'd like to stay in touch with and send out planned communications to these folks, tracking their engagement over time.

Do students have the wrong perception of your company, industry, or career potential?

Students tend to gravitate toward familiar industries and well-known companies that stand out on a résumé. If your company, industry, or specific role isn’t perceived as exciting or offering strong career growth, attracting top talent can be challenging. Misconceptions about roles like sales, operations, or logistics can also deter students who don’t fully understand the long-term opportunities available.

✅ Solution: Educate and engage candidates early.
Ensure students understand why your company, industry, or role is a valuable career choice. Highlight job stability, growth potential, and unique perks. Share success stories, “day in the life” content, and clear career progression paths to help candidates see beyond their initial perceptions.

💡 How RippleMatch helps: Our platform makes employer branding easy by connecting you with the right students and ensuring they understand why your opportunities matter—helping you engage top talent before they even apply.

Are candidates hesitant to relocate?

Relocation can be a tough sell due to cost concerns, unfamiliarity with a city, or lifestyle preferences. That said, 79% of candidates are applying for roles even if they aren't interested in the location. That means making a compelling case for the location is critical.

✅ Solution: Highlight the benefits of your location.
Whether it's low cost of living, community culture, or career opportunities, make sure candidates see the full picture. Offering relocation assistance? Make that clear upfront.

💡 How RippleMatch helps: Our platform allows employers to target students from specific regions or schools, making it easier to connect with those who are more likely to relocate.

Don’t Let Hard-to-Fill Roles Slow You Down

Don’t let hard-to-fill roles keep you up at night. Once you’ve analyzed why the position is so difficult to fill, you can start to take steps to find more great candidates. In some cases, it may be as straightforward as tweaking the job description. In others, you may need to dedicate marketing resources to help change the perception around the role. With some intentional planning and a little bit of creativity, you may soon be trying to figure out how to turn down droves of top talent instead! 

With RippleMatch, finding the right talent doesn’t have to be time-consuming. Our AI-powered platform ensures you discover qualified candidates who might have otherwise overlooked your role and connect with them seamlessly.

📢 Want to make your hardest roles easier to fill? Learn how RippleMatch can help here.