If it was easy to find right candidates, the hiring process would be short and talent would be hired in days.
There isn’t a secret formula, there is an art and science in recruiting that enables headhunters to find the best. If you’re relentless in your search efforts and you still can’t find quality candidates, it’s a sign that you’re being too picky.
That’s not to say that you shouldn’t be particular about who you onboard; you don’t want to bring a person in who is going to immediately drop the ball. However, adopting highly selective standards shouldn’t mean cutting off everyone.
Here are the signs that you’re struggling to find candidates because you’re too picky…
You have been searching for months
Regardless of how you recruit candidates, the longer you take, the pricier it gets. Once you start moving candidates through the pipeline, dragging your fit through the mud with force the top performers to leave. If it takes 4 months to decide on a hire, something isn’t right.
Job seekers notice when you post the same job listing over and over. They’ll wonder— why hasn’t the role been filled yet? Are people always quitting the company? Are the hiring managers setting unreachable standards?
To expedite the process, it makes sense to use multiple mediums to advertise. It makes even more sense to hire a recruitment firm to do the heavy lifting for you.
On the flip side, if you’re concerned about not finding candidates after a week, you likely just need to give it more time.
You’re not offering a competitive salary
In many cases, you get what you pay for. It’s rare that you’re going to be able to convince someone to accept a salary cut. You can’t get someone with a decade of managerial experience while offering the salary of an entry-level employee. The candidates are a direct reflection of the listed salary. You can go ahead and shoot your shot, but recognize that it’s unlikely to go anywhere until you meet the average benchmark.
The job description hasn’t been updated for the role
Accurate job descriptions capture the right candidates. Even if the job isn’t appealing, it is not a great idea to embellish the facts. Many companies have a description that’s been sitting in the vault for years but hasn’t been revised for new talent. While not all jobs are going to be the most appealing, the truth will come out eventually. Why waste your time on a quick turnover when you could have spent your time scouting for the right person?
Poor communication with the recruiter
You detailed the job title, description, and salary with the recruiter; everything has been discussed. Now you just have to wait for the candidates to roll in.
Except you didn’t provide the parameters of the role. It’s not that the candidates are bad, but they’re not exactly what you had in mind.
Sometimes you may not know what you want until they’re right in front of you, but it certainly helps. If you want a particular type of person for the role, let the recruiter know!
If you know what type of person you want, we know exactly how to find them. At JDI, we’re a passionate team with the mission of delivering top talent that ignites your organizational growth. Looking for the right candidates? Learn more here.