SelectOne Blog

Why Can’t I Find the Best Candidates?


One of the biggest frustrations we hear from owners is that the growth of their company is stunted by the inability to ramp up their teams with the right people. Most attribute this to the lack of quality candidates which fuels their frustrations across internal recruiting teams and staffing vendors.

But if you peel back the layers of the onion, what is really occurring? Why are companies struggling to find the best candidates and hire them?

Over the years, the recruiting landscape has changed from an employer-driven market to that of a candidate-driven market. Glassdoor reports at the end of 2015, 90% of recruiters said they were operating in a candidate-driven market versus 54% of recruiters in 2011

So what does this mean for employers? 

It is time to Refocus Their Hiring Approach

Companies need to refocus their hiring practices in order to attract the best quality candidates and provide a world class hiring experience. The correct hiring approach will allow companies to grow with the right talent.

Here are a couple of key areas to focus on that can result in hiring the best talent:

  1. Compelling job descriptions
  2. Quicker hiring process

Most companies focus on creating a pipeline of candidates and then vetting them out to determine the best one of the bunch, however, there is more to it than that.

Compelling Job Descriptions

Job descriptions most companies are utilizing do not compel the best in class candidates to act. 

The problem:

If you conduct a search of job descriptions online, you’ll see most have a high level outline of duties and responsibilities and look very similar to hundreds of other job descriptions.

Generic job descriptions make it difficult for candidates to decipher between great and average jobs. 

Additionally, with an average job description, companies attract run of the mill candidates applying for every and any position open on the market.

The solution:

  • Refocus the job description to sell the company as a destination work place.
  • Provide in-depth descriptions of how that role will function, how it will add value to the company, and how it will develop the candidate's career development. Paint a picture for the candidate with this information. 

Finally, it's beneficial to highlight the company and professional perks attached to this role. Make a memorable job description that stands out and attracts candidates who are truly interested in working in the defined role. 

Quicker Hiring Process

Interestingly enough, both hiring managers and candidates complain that job openings do not get filled due to the length of the hiring process.

According to MRINetwork, from the hiring manager's perspective, the second most popular reason for not filling jobs is the lengthy hiring process.

The problem:

Most delays in the hiring process are caused by companies and not candidates. Currently only 10% of candidates that receive an offer, receive it within 2 weeks of their first interview, with over 50% receiving offers after 5 weeks have passed. The number one reason candidates reject an offer is because they accept another job offer - which occurs 44% of the time.

The solution:

  • If companies could reduce the turnaround time between the 1st interview to extending an offer, it would increase their odds of closing top level candidates and not losing them to other job offers.

Revisit Your Hiring Process

In conclusion, the hiring market will continue to be driven by candidates and companies need to adjust their thinking in order to attract top level candidates the right way. Present your company as a destination workplace and use the job description to help illustrate this.

Additionally, as companies identify top level candidates, it's critical to move quickly. Other companies are courting those same candidates and will not hesitate to make an offer before you. Candidates with the skills to take a company to the next level are in higher demand now more than ever. So it's important for companies to treat them like the diamonds they are.

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