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5 biggest obstacles for hiring new talent

Every company's path to success depends on the talent it recruits and hires. But the job market is competitive these days, and sometimes it can be tough to find the right individuals to join your business and help it grow. If you're not using the right strategies or considering the most appropriate factors in your hiring decisions, you might be missing out on some excellent employees. This could lead to lost dollars and a brand identity crisis, but there are ways to ensure that you're doing everything you can to attract the cream of the crop.

"Just 3% of business professionals thought offline job postings were most effective at attracting top talent."

According to a recent ProOpinion poll, 31 percent of business professionals said that online job postings were the best way to find and hire new talent, whereas only 3 percent thought that offline job postings were the best option. But aside from posting your company's job opportunities online, how else can your business find the best employees? For starters, don't get stuck behind any of these hiring obstacles.

1. You're not looking in the right places
If your recruiters are sticking to sites like Craigslist to post job opportunities, chances are you're missing out on some serious top talent. According to LinkedIn, social professional networks are the No. 1 source of quality hires in the U.S. That might have to do with the fact that in today's world, the majority of current employees are actively looking for other opportunities, reported Inquirehire. Younger workers and more highly educated workers are more likely to actively look for new jobs than older and less educated workers. So if you think reaching out to people who are already employed on a social professional network is a waste of time, think again. Figure out where your target talent pool is spending their time online and make sure your company has an engaging presence there.

2. You're not considering potential
Focusing on experience instead of potential could be limiting your talent prospects.

"A focus on potential can improve talent spotting at every level of the organization - especially the very top," noted the Harvard Business Review. "When choosing a CEO or board member, as opposed to a young manager, you'll often find that several candidates have the right credentials, experience and competencies. That's why an accurate assessment of their motivation, curiosity, insight, engagement and determination is all the more important."

Even when you're looking for more entry-level positions, seeking adaptable hires with limited experience but a lot of passion for the job could be a good idea. Recent graduates, veterans and people who are changing careers might not have years of relevant job experience under their belts, but they might have the background, drive and creativity to succeed in a role.

3. You're not taking advantage of your current network
Another recent ProOpinion poll found that 70 percent of business professionals didn't have an employee referral program, bonus platforms or recognition programs in place. But referral programs in particular can be a great asset for finding new talent. By encouraging your current employees to search their networks for potential hires, you're increasing your company's search range as a whole. Both online and offline word-of-mouth is powerful, and if potential hires know that their current employee contacts are happy in their positions, they're more likely to give your company a shot.

Your company's culture is an important factor in attracting top talent.Your company's culture is an important factor in attracting top talent.

4. You're not taking culture into consideration
A potential employee might be the perfect fit in terms of experience and job skills, but if you're not factoring the company's culture into the equation, you might be getting the wrong kinds of talent who won't end up working out for your business. Make a list of your business's main priorities and figure out what kind of person would be the ideal employee. What is he or she like during office hours? What kind of lifestyle does the ideal employee take part in? What kinds of traits and interests are vital to success outside of the main job requirements? Figuring out these details can help ensure that you offer positions to people who will end up meshing with the rest of your talent and staying for the long term.

5. You're focusing too much on salary
As Inquirehire pointed out, good pay and compensation is the most important factor that most applicants look at when deciding whether to accept a job offer - but it's not the only one. Offering a competitive salary based on market research isn't enough to get you the best talent. You also need to consider flexibility, benefits, location, work environment, brand reputation and opportunities for career advancement. Not everyone is going to jump at the opportunity to leave their jobs just because you're paying more. Many people are looking to advance their careers - not just make more money.

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