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Employers across the USA have positions to fill, cash to spend and benefits to offer - even during a pandemic! And despite an economy that’s trying to bounce back, many companies are seeking candidates to help meet their newly changed goals as they’ve pivoted to be successful in our “new normal”.  Recent data shows that 38 percent of employers have positions open they just cannot find the right candidates to fill.

While employers think it should be easy to attract qualified candidates in a job market that’s hot, a few things go missing during the hiring process that steers away top candidates who could be the next best hire. 

So what are they?

Confusing job descriptions

Skip the “blah – blah” fancy words and overly long job descriptions that likely aren’t fully read.  Candidates want general expectations of what their job task will be and the skills they need to be successful.  Bullet points work great to outline this information. 

Overly time-consuming application systems

While online application systems have made the hiring process seem like a breeze to many, is your application system convenient for candidates? Stick to a simple resume upload and yes/ no questions.  Asking candidates to fill in an enormous text box of information often will leave half-filled applications and the top candidates saying “forget it” to the job possibility altogether.

Too many interviews

How many interviews did you hold for your last hire? More than three may be too many… Often times, companies can’t “pull the trigger” on offering a job and continue to bring back the same final two or three candidates for five or six interviews.  It begins to seem like the candidate is a professional interviewer and just doesn’t get a salary for spending hours of their time in your office.  Respect each candidate's time.  Avoid canceling interviews last minute, likewise, leaving them waiting in the lobby for hours on end before an interview.

No seeing of growth for the company – hiring is a two-way street. 

Candidates may not see the potential for growth with the company interviewing.  Change that by presenting a growth and futuristic forecast with a 1, 5, and 10-year business plan.  Prove your company is worth working for.