Why is it so hard to find qualified STEM talent?

Where are all the qualified STEM candidates?

Despite the rapid growth of STEM industries, from AI and biotech to clean energy and cybersecurity, companies are struggling to find qualified professionals to fill critical roles. The demand and jobs are there. But qualified talent? That’s a different story.

So why is it so hard to find qualified STEM talent in this climate? Let’s break it down together.

Firstly, what does “qualified STEM talent” really mean?

Before we investigate the reasons for the STEM talent shortage, it is pertinent to define what we actually mean by qualified STEM talent. Contrary to what you might expect, this is not just someone with a degree in the Science, Technology, Engineering, or Mathematics fields. It is someone who also has:

• Has up-to-date, job-ready technical skills
• Has the ability to apply those skills in real-world scenarios
• Understands industry-specific tools, workflows and processes
• Possesses soft skills such as communication, collaboration, and adaptability 

To summarise, qualified STEM talent a professional who can hit the ground running, not just someone who is academically trained in these fields.

Top 8 reasons why companies struggle to find qualified STEM talent

1. Education and skills mismatch

In many such cases, STEM graduates exit university with theoretical knowledge but lack hands-on experience. Employers often find that candidates aren’t familiar with the tools, platforms, or methodologies used in the workplace. According to a report by MIT Sloan Management Review, the U.S. ranks poorly in math and science education compared to other developed nations, and many graduates lack job-ready skills. This gap between academia and industry is one of the biggest contributors to the shortage.

2. Rapid technological change

Technology evolves faster than curricula, meaning that skills that were relevant five years ago may now be outdated. Without continuous learning and upskilling, even experienced professionals can fall behind in the race.

3. Geographic and demographic barriers

STEM talent is often concentrated in major tech hubs, leaving other regions underserved. Additionally, women, minorities, and economically disadvantaged groups remain underrepresented in STEM fields, limiting the overall talent pool. According to Bridget Long, dean of the Harvard Graduate School of Education, Native American, Black and Latinx students are the least likely to attend schools that teach computer science, as are students from rural areas, and [those with] economically disadvantaged backgrounds

4. Employer expectations vs reality

You may have come across them already, but some job descriptions ask for “unicorn candidates". These are people with multiple degrees, lots of years of experience, and mastery of every tool imaginable. These unrealistic and extreme standards unfortunately filter out capable and willing candidates who could thrive with a bit of training.

5. Long and complicated hiring processes

In fast-moving industries like tech, engineering, and science, time is talent. Yet many companies still rely on outdated or overly complex hiring procedures that can slow down everything. These processes often include:

• Multiple rounds of interviews (sometimes 4–6 stages)
• Lengthy application forms or portals that aren’t user-friendly
• Delayed feedback or decision-making from internal stakeholders
• Rigid assessment tasks that don’t reflect real job requirements

For STEM professionals, who are often in high demand and may be dealing with multiple offers, these delays can be a dealbreaker (and rightly so). The caveat is that candidates may start to lose interest, accept other roles more appealing roles, or perceive the company as disorganised or indecisive.

Additionally, long hiring cycles can signal a lack of urgency or clarity in what the company is looking for in a candidate. This exhausting cycle not only frustrates candidates but can also burden internal departments, which can snowball into leading to missed opportunities and increased recruitment costs. This is not a good look.

6. Weak employer branding

The way an organisation is perceived as a place to work plays a crucial role in attracting top tier talent. When branding is weak or unclear, candidates may struggle to understand the company’s mission, values, and culture.

This lack of clarity and honesty can create uncertainty and apprehension around growth opportunities, work-life balance, and overall fit, making them less inclined to apply, especially if competitors offer a more compelling narrative.

STEM professionals often seek purpose-driven roles, innovation, and a sense of impact. If a company’s online presence, careers page, or employee testimonials don’t reflect these qualities, it can be a major deterrent, even if the job itself is attractive.

Strong employer branding helps build trust and create emotional resonance with candidates. Without it, even well-compensated roles can go unnoticed or unfilled.

7. Limited talent pipelines

Many companies limit their search for STEM talent to familiar channels, job boards, LinkedIn, or internal referrals. While these platforms are undoubtedly useful, they often only reach active job seekers, leaving out a vast pool of passive candidates who may be highly qualified but not actively looking.

This narrow approach can result in:

• Reduced diversity in candidate profiles
• Over-reliance on saturated platforms
• Missed opportunities to engage with niche or global talent

Organisations need to think beyond the traditional way of sourcing. Just because tradition is the norm, it does not mean that other avenues shouldn't be explored. That means tapping into specialised networks, building long-term relationships with talent communities, and leveraging partners who understand the nuances of STEM recruitment.

Working with a recruitment firm that has deep sector knowledge and global reach, such as ourselves, can make all the difference, especially when hiring for hard-to-fill or emerging roles.

8. Rigid job requirements

In many STEM job descriptions, the list of requirements can be surprisingly strict—specific degrees, exact years of experience, and proficiency in a long list of tools or technologies.

While these criteria may seem like a way to ensure quality, they often end up excluding capable candidates who could excel with the right support. This rigidity can discourage applicants who don’t tick every box but possess the adaptability, curiosity, and drive that STEM roles demand.

In reality, hiring for attitude and potential can be far more effective than waiting for the “perfect” resume. Especially in fast-evolving industries, technical skills can be taught, but mindset and problem-solving ability are harder to instil.

By softening overly prescriptive job requirements and focusing on core competencies and growth potential, companies can widen their talent pool and uncover candidates who might otherwise be overlooked.

How does this impact businesses in the long run?

Struggling to find qualified STEM talent isn’t just a hiring headache; it’s a strategic risk. Companies can face:

• Delayed product launches
• Increased recruitment costs
• Reduced innovation capacity
• Difficulty scaling operation

In competitive industries, the inability to hire fast and well can mean falling behind in the pecking order.

So, what can be done to solve the STEM talent crisis?

Invest in upskilling and reskilling

In an ideal, convenient scenario, companies could rely solely on external hiring, but alas, this is no longer enough. The better way to navigate this would be through internal training programs, mentorships, and partnerships with universities to help bridge the skills gap and build a future-ready workforce.

Rethink hiring practices with these actionable steps

In the race to hire top STEM talent, many companies unintentionally narrow their options by focusing too heavily on rigid qualifications and “perfect fit” candidates. But in reality, adaptability, curiosity, and a willingness to learn often prove more valuable than ticking every box on a job description. By shifting the focus to potential, businesses can uncover high-potential individuals who may otherwise be overlooked.

Here are some actionable ways to put this into practice:

• Simplify job descriptions to highlight core responsibilities and essential skills, rather than an exhaustive list of “nice-to-haves.”
• Hire for potential, not perfection. Prioritise candidates who show adaptability, problem-solving ability, willingness to learn, and a growth mindset.
• Invest in training and development to help new hires upskill quickly and confidently.
• Ensure job ads are inclusive and welcoming, using language that appeals to candidates from diverse backgrounds and experiences.
• Tap into non-traditional talent pools, such as career switchers, return-to-work professionals, or those from adjacent industries.
• Offer flexible work arrangements. This topic can be a significant factor for candidates balancing other commitments or seeking better work-life balance.
• Create internal mobility pathways, encouraging cross-functional movement and promoting from within to retain and grow talent.
• Collaborate with educational institutions to build internship, apprenticeship, and graduate pipelines that feed into long-term hiring strategies.

Support STEM education early on

Encouraging STEM interest from a young age, especially among underrepresented groups like what was mentioned previously in the geographic and demographic barriers section, can help build a more diverse and robust pipeline. Scholarships, outreach programs, and mentorships make a big difference in this process.

How can you find the best, qualified STEM talent?

The STEM talent shortage is complex, but not insurmountable. Whether you're hiring for niche roles or building a future-ready workforce, working with a global talent acquisition partner can help you close the gap. 

Contact us today to discover how Airswift can help you overcome the STEM talent shortage and build a strong workforce of qualified STEM talent.