Why Is Hiring The Right People So Hard? It All Comes Down to These 3 Reasons
There are two not-so-desirable scenarios that drive hiring managers mad:
1) trying your best but not being able to find (or keep interested) any suitable candidates for a role you’re looking to fill, or
2) finding a candidate that you think will be great…only to find out they weren’t right after all and having to start all over again.
And don’t even get us started with the candidates who ghost on you!
The hiring process can truly be challenging and it can derail at any point, especially with so many variables to consider these days. But rather than simply shrugging your shoulders and hoping for the best, you should probably reflect on what’s going wrong, right?
To help you do that, here are 3 huge reasons your hiring practices might be missing the mark…making the difficult job of hiring even more difficult:
1. Poor Role Definition
Effectively pinpointing the requirements a person who would be successful is essential. Otherwise, you may end up talking to a pool of candidates that just aren’t going to be interested or qualified to take on the role. A couple of circumstances can cause the job position to be poorly defined:
Lacking authenticity. Hiring managers must explain the job responsibilities and requirements succinctly in the job description. This means laying out the parts of the position that may not be glamorous. If certain parts of the role are glossed over or left off completely, candidates will feel duped once they get further down the hiring channel and lose trust in you and your company.
Failing to properly understand the position. If the ones involved in the hiring decision are misrepresenting the qualifications, experience, and personality a position demands, the applicant pool their job description gathers won’t fit. This will cause candidate erosion and increase the chances of getting a “no” from those who do participate until the end.
2. Tough Competition
Trying to attract and onboard A-players can feel like the Hunger Games, especially if you’re in an industry with stiff competition. Do your competitors have a stronger, more likable employer brand? Are they moving candidates through the process and making their decisions faster than you? Do their salary and benefits packages trump yours? How about extra perks like ice cream day and bring your dog to work that they may have and you don’t? Finally, do they frame the opportunities that working for their company provides better than you do? All of these points need to be addressed to make sure your competitors aren’t ending up hiring all the high quality applicants that you wanted.
Finally, and one of the biggest reasons hiring may seem difficult, is the….
3. Bad Candidate Experience
Unfriendly, aloof, or even rude treatment of job candidates is a common issue that turns would-be hires off. There are a variety of ways employers can give their applicants a bad impression during the hiring process.
Leaving them hanging. If it’s going to be two weeks before you decide on the next round of interviews, make sure you inform the candidates. Otherwise, they’re sitting on pins and needles, wondering if they’re ever going to hear from you AND getting resentful along the way.
Missing the human element. Sending pre-written emails from a no-reply address screams “you aren’t special” and may give job seekers a bad impression. Communication needs to be open, transparent, and come across as personalized – take the time to talk to candidates human-to-human.
Not valuing their time. Being late to the interview, keeping them waiting while you take a phone call, and interviewing them longer than they planned are all errors some hiring managers make that take a toll on the candidates’ opinion of you, the company and the job.
Withholding details. Each step of the interview process should be spelled out with clarity to the applicants. This includes who they will be taking with, how long the interview will last, and a description of any presentations, tests, or tasks that will be required of them.
Hiring the right people for your open positions can seem hard, but you can alleviate the challenges by 1) defining each role accurately and descriptively, 2) knowing what the competition is offering, and 3) creating a positive candidate experience from end-to-end, you’ll put yourself in a much better position to find and hire top performers.