5 key reasons that hiring may not be easy right now

Why is it so hard to hire right now?

After The Great Resignation, so many jobs opened up. And, on top of those job openings, new positions emerge as companies try to expand. Yet, it’s so hard to hire anyone these days! Why is that? Our team here at Artisan weighs in to help us answer this very timely, very troubling question. 

1. Talented people are getting a lot of attention right now.

While you’re reading over an impeccable resume and portfolio, another company may be already making swift moves to hire that incredible candidate. Our Director of Recruitment, Caroline Imhoff, has noticed a lot of companies lose their shot at hiring the best talent just due to the slow pace of a company’s hiring process. Her advice? "As soon as you see a portfolio you like, meet that person, get through the hiring process, and make an impressive offer as quickly as possible." If you take too long, you’ll run the risk of losing out on your top choice. They might have already gotten a much bigger, better offer to accept.

2. People are hesitant to go back into the office, even hybrid.

One thing that the pandemic has shown us is that we don’t need to be chained to our office chairs in order to get our work done. With this realization, many people have moved or gone bicoastal and do not want to be in an office at all. “But many of the biggest companies are going back to the office,” says Imhoff. “That immediately lowers the number of people that are even an option for [their company]." Bottom line: companies need to either give in to hiring remote workers—even if they’re freelance—or settle for the much smaller talent pool that’s willing to meet in person. 

3. Ghosting is still a major problem.

We’ve talked a lot about ghosting—why it happens and why it’s so prevalent right now. But the sheer amount of opportunities can also be a major factor in ghosting. Imhoff says, "People have multiple offers right now. That's the biggest thing. People's inboxes are full and it's hard to get a response from anyone unless you have an existing relationship with them." The only way to combat ghosting is with strong relationships and clear communication. No, you’ll never fix the problem entirely, but compassion and respect can make it happen less frequently.

4. Talented candidates are able to ask for more than ever.

While back-filling roles, clients are running into the issue of qualified candidates asking for what feels like the moon in comparison to the “before” days. People know their worth—and that there are other companies who will respond accordingly to that worth if you don’t. Our Executive Account Manager, Karen Smith noticed this trend right away. “The hourly rates are higher than ever to get top talent. However, companies can't raise thousands of salaries within their company to keep up with what's happening out there. Yet, if they want to acquire hot talent, they have to try to raise their rates and salaries—and fast—to get them.” Will this fluctuation and mismatch of salaries and benefits ever settle down? Smith is optimistic. “In my opinion, it is making things harder for now, but, in the end, it's making things better…If/when we all start gathering more in person, it seems like it will be a healthy balance [between work and life for everyone] once it settles.” For now, she says, we just have to ride this moment out.

5. There are simply more open jobs than there are talented, qualified people.

Job openings have nearly doubled year over year. And while there may be plenty of jobs open and job growth in areas like the arts, it’s still difficult to find super-strong candidates—especially for small business owners and startups with little funds. It can be really tough to find the right person who is willing to work within your budget. Many of these jobs might go unfilled for months before you find the right person. But if you fall into this category, we can certainly help you tap into our pool of designers, writers, and more. Please, get in touch

So, what are the takeaways?

  • Be realistic with yourself about the type of person who can do this job well. Don't try to hire a unicorn - they don't exist.
  • Be realistic about the hiring process with all talent, as well as the teams who are struggling around having this role unfilled. When all parties know that it’ll take about a month and a half to fill the role and you keep them engaged in how it’s going, everyone has something to look forward to.
  • Whatever you do, don’t cut corners during the interview process, which will lead to more trouble down the line. Hiring the wrong person for the job is something you may notice too late when damage has already been done to teams. 
  • Manage your expectations and be prepared to negotiate around benefits and salary (if it’s an option). For example, a shorter workweek might be an appealing offer for a candidate with many options on the table. 
  • Focus on hiring the right people for your company’s culture. As our VP, Haris Silic mentioned, studies show that those who are a good fit at your company, even if they need to learn a little while on the job, will be the type of talent that’s with you for the long run. 

Are you having issues trying to find the right candidates for your project? We might be able to help.

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