Hiring Hurdles: Where are all the candidates?

With the national unemployment rate at a record low of 4.0%, many human resource managers are having trouble finding qualified candidates for open positions. In a cut-throat recruiting culture, how do managers stay ahead of the game and attract talent?


One thing to keep in mind is that most candidates you interview are leaving one position for another. The pool of candidates has changed, the majority of candidates are not currently without a job. So, you must present your open position, company and office culture as attractive. Candidates looking to change jobs usually have an idea in mind of what type of job and office culture they want to be a part of. It isn’t always about money.


Cultivating this culture and making sure it is prevalent through your job listing and interview process is key. If a candidate is coming from a less than desirable culture, they will be attracted by the opportunity to be a part of something more fitting of their attitude of work. Creating eye catching listings and even inserting some core company values into your job listing is a good start. During the interview, be sure to remain upbeat, and positive and remind your staff to do the same. When a potential new hire is in the office, you do not want two employees having a rare squabble.


Setting clear expectations is another great way to express the current office culture. In our office, we have a “No Gossip” policy and we are sure to discuss it with every candidate we interview. If they know it is not something tolerated, they will feel it is a positive environment because that policy is strictly enforced. Asking a few ‘fun’ questions during the interview can get your message across as well. We have food days often, so my favorite questions to ask is “If we are having a food day tomorrow, what are your bringing?” Most people are motivated by food and it is a happy and positive thing. If the candidate sees that the office has food days or other in-office activities, it creates a culture they want to be a part of.


Talk about the positive things that your company and employees have done together. Not all recruitment processes have to be stuffy, get to know the candidate and allow them to get to know you. It will make the decision easier to make for you and for your future employees.