Finding quality candidates isn’t easy and if it was, the hiring process would be short and candidates would be hired in days.

That’s rarely the case. Most of the time, companies are dealing with a month-long endeavor that can span the year. By the time “the one” has been found, the potential hire has already moved on to another opportunity or decided to stick their job out.

There isn’t a secret formula to finding talent, but there is an art and science to recruiting that enables firms (and hiring managers) to find the best. If you’re relentless in your search efforts and you still can’t find quality candidates, it’s a telltale sign that you’re being too picky.

That’s not to say that you shouldn’t be particular about who you onboard. You absolutely should! You don’t want to bring a person in who is going to immediately drop the ball and disrupt the culture.

However, adopting highly selective standards shouldn’t mean cutting off everyone. Before you jump to conclusions, make sure you check your boxes to guarantee your candidate struggles aren’t due to a faulty hiring process.

☑ You’re offering a realistic 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 because…. your company has monthly happy hours? Good luck.

You can’t get someone with a decade of managerial experience while offering the salary of an entree-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 national average.

☑ You haven’t been searching long

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 DO 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 unrealistic 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.

☑ The job description matches the job

Accurate job descriptions will capture the right candidates. Even if the job isn’t appealing, it is never a good idea to embellish the truth. This is an unethical practice that is alarmingly common in job boards. While not all jobs are going to be the most appealing- the truth becomes is going to be pretty obvious on their first day. Why waste your time on a quick turnover when you could have spent your time scouting for the right person?

☑ You have open communication with the recruiter

You had a couple of phone calls with the recruiter. You detailed the job title, description, salary- everything has been discussed! Now you just have to sit back and 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!

Companies that invest in hiring the right people have maximized returns. At JDI, we’re a passionate team with the mission of delivering top talent that ignites your organizational growth. Learn more and schedule a call here.