Filling highly specialized roles in today’s job market isn’t about casting a wide net—it’s about knowing exactly where to look, what to listen for, and how to act fast when the right person comes along. For companies in technical fields like manufacturing and energy, the difference between success and frustration often comes down to one thing: having the right process in place.
Debbie Mastel recently discussed this challenge in a recruitment video celebrating the successful hire of a Quality Coordinator—one of the toughest roles the team had faced in recent months. The video shines a light on what it really takes to find great people in a tight market.
This story isn’t just a win; it’s a roadmap for what it takes to succeed in a competitive talent market.
Why Hard-to-Fill Roles Are Different
Hard-to-fill roles are exactly that—not because there’s no one qualified, but because the right combination of experience, certifications, and culture fit is rare. These roles demand more than just a job ad and a hope-for-the-best approach.
Take the Quality Coordinator search Debbie referenced. Out of all the professionals in Alberta, only three met the client’s very specific requirements. Three! And yet, two of those candidates were brought to the table.
So how did that happen?
What Worked: A Behind-the-Scenes Look
Filling a hard-to-fill role takes more than luck—it takes a refined process, built on years of industry experience and an ability to adapt quickly to client needs. In the case of the Quality Coordinator hire, four key strategies made all the difference. This approach echoes many of the lessons shared in our earlier post on common interview pitfalls—especially the need for preparation and clarity.
Each step, from deep market research to fast decision-making, reflected the kind of structured approach that sets successful hires apart. By aligning expectations early, understanding the nuances of the energy and manufacturing sectors, and maintaining consistent communication, Debbie’s team was able to bring in not just a candidate—but the right candidate.
Here’s what helped make that hire possible:
Deep Market Research
The team didn’t just post a job and wait. They tapped into our industry connections, combed through niche talent pools, and prioritized quality over quantity from day one.
Clear Role Definition
A major part of the success came down to clarity. The client knew exactly what they needed—and communicated that early. This helped avoid wasted time screening candidates who looked good on paper but wouldn’t be a fit in practice.
Speed and Persistence
When one of the qualified candidates showed interest, the team moved fast. Interviews were scheduled quickly, communication was constant, and no opportunity was lost to hesitation.
Sector-Specific Expertise
Knowing Alberta’s energy and manufacturing landscape inside and out allowed Debbie’s team to understand what skills truly mattered—and which were negotiable.
What This Means for Your Business
If you’re facing a difficult hire, it might be tempting to think the right candidate isn’t out there. But more often, the challenge isn’t a lack of talent—it’s a lack of process.
A focused, informed approach to recruiting can surface top candidates even in the toughest searches. And for roles where the wrong hire could lead to costly delays or safety concerns, getting it right matters more than ever. That’s where structured interview processes can make all the difference.
Key Takeaways
- Hard-to-fill roles demand clear expectations and fast, strategic action.
- Deep industry knowledge shortens the search and improves results.
- Don’t underestimate the value of specialist recruiters with local insight
Struggling to fill a specialized role in Alberta? Debbie Mastel and Associates specialize in hiring for technical and professional roles in energy, manufacturing, and beyond. Connect with Debbie today to discuss how we can help you find your next great hire.