Why is it hard to find good employees?

Finding qualified candidates, evaluating resumes, conducting interviews, and hiring employees takes time. More applicants are available for jobs today than ever before, but many will not be a good fit for your business. This raises the question of why it is so difficult to identify qualified workers. After interviewing qualified candidates, you choose the best candidate, but they quickly reject you, leaving you confused and frustrated. The employment process, which you thought was virtually complete, now has to be restarted.

To further complicate this situation, the current US labor market is historically tight, with businesses feeling employment pressures. Although the current rate of economic recovery is significantly faster than previous recessions, there are still far more jobs available than people looking for work. Since the beginning of 2022, the number of open positions has almost doubled, indicating that employers are ready to hire after the initial Covid-19 pandemic.

So, what is stopping workers from applying? There are undeniable reasons why employers are finding it harder to find good workers as 2023 approaches. The good news is, whatever Types of business models Within your organization, there are five areas of business that can directly impact the hiring process and, if done correctly, will ensure your organization is recruiting the best employees possible.

1. Your hiring process is flawed

The first thing to do when struggling to find good employees is to turn your attention inward. Historically speaking, organizations have essentially gone about hiring employees the same way. A human resource manager prepares a detailed job description and determines the qualities of the ideal candidate. Interested applicants are interviewed and asked the same standard questions before HR picks to determine who fits the preconceived job description and extends the job offer. While this process may have worked in the past, it is exactly where it should be – in the past.

The technique used today is completely different. According to the data, most of those who started new jobs last year were not actively looking for them; Instead, they were recruited. Companies aim to funnel as many potential candidates as possible into their hiring pipeline by creating “passive candidates.” Employers often post job openings to find applicants who might be useful on the road or in other situations. Additionally, most job applications are completed online, where AI then sorts through all applications, triggers keywords, and sends only those applications to hiring managers.

If you’re having trouble finding good employees, look at your hiring process and make sure it’s up to date. What worked in the 1980s and 1990s to attract top talent will no longer work in 2023 and beyond. The adage, adapt or die, is true – companies that adapt to technology and new hiring styles will undoubtedly come out on top when it comes to finding good employees.

2. Your expectations are unreasonable

It’s a good idea to hold employees to high expectations. However, it is always wise to temper expectations and keep them realistic. Consider the overall job and how it might affect employees when creating a job description. What are the hours and pay? How much vacation time do employees get each year?

Employees today are looking for more than a high-paying job with benefits; They are looking for jobs that offer a good work-life balance. In fact, many employees are turning down higher-paying jobs and accepting lower pay for shorter work weeks. As more Baby Boomers retire, Gen X’ers, Millennials, and Gen J’s are drawn to jobs that allow creative freedom, emphasize teamwork, and don’t require 40+ work weeks.

3. You company culture is not attractive

Today’s workers will not tolerate a hostile workplace and desire a team-oriented company that values ​​individuality and equality. Your business culture should create value for its employees. A positive workplace culture is more important than ever Employees give top consideration to corporate culture For open positions.

Businesses today have to offer attractive salaries and work environments employees are eager to join. Consider Google and how they have open workspaces, allow employees to sleep and provide snacks. Of course, not all companies can adopt such measures, but be creative with what you can offer and intentionally build a culture that is interesting, unique and attracts the employees you want. While it’s important to pay employees fair and competitive wages, keeping them content requires more than just a paycheck.

your Employees are happy at work? Do they feel valued and appreciated? You make it a habit Invest in your employees? If not, the culture may prevent new employees from joining the team.

As mentioned earlier, job satisfaction is important for candidates these days. So that’s it Keeping your current employees is important Happy and motivated in their position. This will prevent current employees from leaving and hopefully, attract other qualified employees.

4. Retaining existing employees too long

Too often, business owners wait too long to close or extend a buyout package. Even when an employee is not a good fit for the company. If an employee can no longer continue their work, there is a bad attitude Or burnout, or in many cases, have been on the job too long and need to retire. Sometimes, it’s okay to let go of employees who no longer serve your organization.

A goal for every business is to make money. To do this, you need the right staff at the right time. It’s okay to accept that a long-term employee may no longer be the “right fit” and move on to an employee who meets your current needs.

5. Workers now have more options

Another reason why finding good employees is difficult is because employees have more job options to choose from. Technology has created new job opportunities and in almost every field. Globalization of the economy has also made it possible to work internationally.

The economy became more diversified as more industries and sectors were created. This has led to a wide range of job opportunities. For example, the growth of the service sector has created many new jobs in areas such as health care, education and finance.

One of the often forgotten factors is the increasing flexibility of the labor market. The rise of freelance work and the gig economy and Side hustling, workers now have more options to choose from when it comes to finding employment. They can choose to work for a traditional employer or they can work as a freelancer on a project-by-project basis.


In today’s tech-savvy and fast-paced world, businesses must be open to change. Gone are the days of placing a help-wanted ad in the newspaper and finding all the employees you need. Organizations today need to take advantage of social media – Twitter, LinkedIn, Reddit, Facebook, etc. – to find good employees. Organizations with the best networks land the best talent.

Organizations need to continually evaluate how well their recruitment practices are yielding results Recruiting quality staffs and make necessary adjustments. We are currently in the candidates’ market, which means candidates have more influence over wages and benefits packages. The right employees are out there – your organization must be willing to meet them and seek them out.

Sarah Ruddle

Team Writer: For more than 15 years, Sarah Ruddle has been a notable leader in the business and nonprofit world. Sarah has led an impressive career as the founder of the nonprofits The Torch and Torch180. She has been featured in well-known publications including Women’s Day Magazine.
Sarah was honored with the President’s Award for her MBA thesis on how cryptocurrency can revolutionize homelessness and was awarded the Entrepreneurship Award for her doctoral thesis. He holds a doctorate from Berkeley and is a professor teaching business and entrepreneurship classes at the University of Iowa, Eastern Michigan, and Cal Southern.
On a mission to support young entrepreneurs, she focuses on improving education, developing critical soft skills, increasing self-awareness and confidence, and creating collaborative learning spaces as a business mentor. An inspirational speaker at schools across America, speaking on leadership, selfless service and commitment to community. Prior to her time in the business world, Sarah served in the United States Army as a youth pastor, an commissioned chaplain, and an intelligence analyst.

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