Hiring today isn’t what it used to be. Employers are facing two major challenges at the same time: a genuine shortage of qualified talent and hiring processes that drag on far too long. Together, these obstacles are leaving businesses frustrated with open positions, higher turnover, and missed growth opportunities.
At Staffing Support Specialists, we understand the cost and impact of slow hiring — and we also have solutions. Let’s break down why companies can’t find the people they need, how slow hiring is making the problem worse, and what can be done to move forward.
Why You Can’t Find The Right Person to Hire
The job hiring market has been in a state of flux since the pandemic. Businesses have had to adapt to inflationary pressures, continued offshoring of jobs, tariffs, and necessary layoffs. It is now more common for employees to switch roles and employers every 2-3 years, while employers are looking for tenures that exceed this norm. And while employers often feel like they’re offering opportunities, the candidates are looking for more than just a paycheck and benefits. They are looking for opportunities for advancement, flexibility in their schedules, and increased PTO.
- Talent shortages are real. According to SHRM, 77% of employers struggle to fill roles because of skill gaps or limited local talent pools. Businesses interview candidates who have relevant work experience, credentials, demonstrate that they can add value, and are a strong fit for the company’s culture, but lack experience with specific programs, machinery brands, or product lines. In many organizations, the bandwidth to train a new employee is nonexistent, yet the skilled employee talent pool is extremely small.
- Job seekers have higher expectations. Competitive pay, flexible schedules, remote work options, and strong benefits aren’t “perks” anymore for many individuals, especially white-collar candidates— they’re requirements.
- Transportation is a barrier. This is especially true for companies that do not have public transportation connecting them to large cities. The absence of a reliable commute to the workplace puts many skilled candidates out of the running for open opportunities that are outside the city limits.
Simply put, businesses are competing for a smaller pool of qualified workers while candidate expectations continue to rise.
Why Hiring Slowly Makes It Worse
Even when you find the right candidate, a slow hiring process can cost you the win.
- Time-to-fill is increasing. In the U.S., it takes an average of 36 days to fill a role, with some industries stretching well past 40 days.
- Top talent moves fast. Candidates are typically on the market for about 10 days. If your process takes weeks, they’re already gone.
- Long applications and endless interviews drive people away. Nearly 60% of candidates abandon applications that are too complex, and 40% drop out if they feel “ghosted” in later stages.
Delays don’t just frustrate candidates; they hurt your business. Roles sit unfilled, productivity slows, and competitors who move faster scoop up the best people. In the age of social media, candidates who have a poor experience are likely to post poor reviews about your company. Providing an excellent candidate experience, regardless of whether the candidate is hired, will result in a strong company reputation.
Learn more in our dedicated blog, What It Really Costs to Recruit and Hire.
What Businesses Can Do Differently When Hiring
You can’t control the size of the talent pool, but you can control how you attract and secure the right people. The companies that win at hiring today are those that:
- Streamline applications so candidates can apply quickly. Keep any pre-qualifying questions to a minimum.
- Scope the job and be clear about key job aspects: job responsibilities, skills, and experience required, hours, pay, and work location. Prior to posting an open position, review the job description with the top performers in the role to ensure that the job description is accurate. A job description that clearly describes the responsibilities and qualifications is more likely to attract the best fit.
- Move decisively in scheduling interviews and making offers. Hiring managers often sit on candidates, waiting for the “perfect” candidate to surface. In reality, there is no such thing as a perfect candidate, and unnecessary waiting ends up costing time, money, and productivity. In a tight candidate market, a firm understanding of “must have” and “nice to have” skills is key.
- Ask all candidates the same questions. While there are hundreds of possible questions, you only need a handful that help you identify a great fit for your opening. There is always the opportunity to ask follow-up or additional questions to dig deeper based on how a conversation flows. Consistent questions across candidates provide a strong comparison of skills and avoid the appearance of discrimination or impropriety.
- Offer competitive compensation and flexibility to stand out. Conducting regular market analysis to assess where your compensation ranges land in relation to other businesses will ensure your compensation is competitive. Develop and maintain a company culture that promotes employee flexibility while still meeting business needs.
- Partner with staffing experts who can connect you with pre-vetted talent. Staffing professionals spend all day, every day, talking with companies and candidates, and can provide valuable insights to hiring managers and HR professionals.
- Be strategic about how you hire. Establish responsibilities and timelines upfront and stick to them, which includes identifying who screens applications, what you’ll say to those who aren’t qualified, when you’ll conduct interviews, and what background checks need to occur. When you communicate the process to applicants, they will be more patient with your timelines – as long as you keep your word.
By combining speed with strategy, you can turn hiring from a constant struggle into a business advantage. Also, learn more about Top Hiring Mistakes Employers Make (and How to Avoid Them).
How Staffing Support Specialists Can Help Your Business
Staffing Support Specialists help businesses overcome both sides of the hiring challenge:
- Access to talent: We connect you with qualified candidates you won’t find on your own.
- Faster hiring: Our process removes the roadblocks that slow employers down.
- Workforce strategy: Through consulting services, payroll support, and staffing solutions, we help businesses build stronger, more sustainable workforces.
Hiring doesn’t have to be a slow battle. With the right partner, you can find the people you need and bring them on board before someone else does.
Start building your staffing strategy today. View our Consulting Services, Employment Services, or contact us to get started.
