Why Does it Feel Like Everyone Is Hiring But No One Is Hiring?

Have you ever looked for a job, only to realize that one of the common problems you may run into, is that there are so many jobs out there, yet not a single employer seems like they want to hire you. It kind of makes you think, is it me? Am I the problem? Am I not qualified enough? Why is no one reaching out? What’s taking so long?

If you have ever asked yourself any of those questions, know that you're in the same boat as just about everyone else. It feels as though we are applying for jobs that are so critical and particular in the applicants that they are searching for. Whether it’s a new, recent job posting, or an old one that’s been up for months, the response rate we are hoping for just doesn’t seem that high. 

Numerous amounts of factors contribute to why this phenomenon is such a frequently shared experience. By analyzing the different internal and external elements, we can enhance our understanding of the job market as well as the recruitment process.

Factors Related to Internal Challenges 

Typically when internal problems arise, it relates to the way organizational processes, resources, personnel, and even culture are structured. The intensity and nature of the problem can also vary depending on strategic implementation as well as operations management. Beneath are a few examples of these issues:

• Types of roles - Depending on the type of role that needs to be filled, recruiters may have to spend additional time and effort to source candidates qualified with the necessary skills. Higher-level positions are just as important as entry-level positions, especially if there is a high turnover rate. 
• Healthcare costs - Recruiters understand that maintaining employee retention as well as overall well-being, health care is extremely important. It is a significant expense that employers have to take into account, so choosing the right candidate will have implications that require a lot of time and sacrifice. There is also the possibility of candidates wanting to negotiate these healthcare and compensation benefits. 
• Maintaining a talent pipeline - When employers have a pool of qualified candidates to draw from, this makes it so advantageous when new job positions open up or even if management is subject to change. As a result of that, there may be a faster hiring process for those who are either in the organization or within that pipeline. However, for those less qualified, this puts them at a disadvantage, making it harder to get a job.
• Length of recruitment processes - This process, in and of itself, has many aspects that contribute to its lengthiness. A few examples:
  • Internal procedures: Specifically for jobs that are overseas or in another country, this process could take weeks or even months, because there is so much paperwork, background checks, logistics, cultural barriers, etc. that needs to be addressed. 
  • Mobility and promotions: For existing employees, organizations prioritize growth and developing existing talent to retain the workforce staff
  • Higher volume of applications: Recruiters need more time to analyze and review applications before making a decision or moving them on to the next stage. There are also interviews and job screenings that may need to take place before an applicant is hired.

Something not mentioned is that conducting a SWOT (strengths, weaknesses, opportunities, and threats) analysis can be so beneficial in revealing areas that may not be easily identifiable. Especially the first two, looking at strengths and weaknesses, help organizations identify the opportunities and threats.

The External Pressures 

Organizations must acknowledge and effectively combat these different externalities so that they can source the right people for these roles. The external environment comprises of just about anything and everything outside of the organization. We won’t be able to point out every single one, but below are some of the more prominent ones:

• Increased competition/qualifications - Because other recruiters are looking to attain the best talent out there, this can lead to talent shortages. Candidates may also have freedom and the choice of negotiation with the pool of employers they have applied to. As much as the people applying want to get the best job, employers also have the expectation of receiving the best of the best.  
• Personal consulting & freelancing opportunities - With the increase of social media opportunities and a tighter grasp on technological advancements, people are turning more towards self-employment or even contractual employment. Because of the flexibility and direct access to clients / potential employees, this poses as a threat to the recruiter’s role. For the company, this could mean reevaluating the traditional methods and channels that are being used.  
• Industry/company-specific trends - We see that more remote and hybrid job opportunities are opening up, and if other competitor companies are doing it successfully, there must be some change in demand. There is also a movement toward employers utilizing recruitment process outsourcing (RPO) where they partner with recruitment agencies that specialize in the entirety of that process. This strategy is efficient, in that save a lot of time and money for the company.  
• Temporary hiring surges - Usually when these hiring surges occur, their purpose is to quickly fill temporary vacancies, not permanent ones. This decreases the engagement lifecycle of hired-on employees as well as create potential revenue and profitability issues within the future. The problem of mismatched skills also could arise, for example, when employees look for availability requirements or expertise, and an applicant has one, but not the other. 
• Testing the market - For employers to get a sense of the workforce composition, they may evaluate a wider range of candidates but not necessarily commit to engaging with them. This gives applicants a false sense of placement opportunities whether it’s immediate or not. Companies may also deal with a loss of revenue by investing in this kind of workforce analysis.

All that’s to say, recruiters and job seekers should be adaptive and accommodative to the entire process, from start to finish. Not every company or every experience is like this, some may respond quickly or even give you a call back the day of. However, enhancing candidate experience and placing the right person for the best-fit role is the overall ultimate goal.

Where Do I Go From Here? 

• Still looking for a job? 
  • Expand your search (network channels, job boards, LinkedIn)
  • Tailor your resume & application to the position you’re applying for
  • Be patient, persistent, and positive
• Already have a job? 
  • Research internal job opportunities
  • Network internally and reach out to coworkers, management, HR
• Looking to hire for a job? 
  • Update old job postings and make sure everything is up-to-date
  • Optimize and take advantage of the career page (if there is a company website)
  • Respond to applicants, even if it’s turning them down