A major challenge faced by every company in the millennial age of technology is finding good, efficient employees who prove to be an asset for the organization instead of becoming a liability. It is a grinding task which you cannot skip. The most frequently faced issues a hiring manager faces when looking for a good talent include:


The talent hunt is time consuming. The word for the vacancy goes out, people apply for the job, interviews of numerous candidates are conducted and after that, the whole evaluation process takes place. Although, this is a standard procedure, but it does take a lot of time.


Considering that hiring procedure is time-taking, companies should always be looking for a talent. Sometimes for that process you lose your best candidate because according to a research, the best candidates are taken off the market in the first ten days. Therefore, organizations should keep looking for good employees so that they do not lose them to their competitors.

RELAX (Solution):

Hiring managers and the management of a company are mostly in a hurry to hire immediately. They tend to get very abrupt with hiring decisions thus, it results in making wrong choices. Hiring managers should relax and be efficient in time. Hiring methods should be done strategically rather than impulsively.


The more people you involve in the interview, the better it is. Every person brings their own perspective on the table which helps the interview to cover more aspects and be thorough.


Recruiting facilitators are appointed in some organizations; their sole purpose is to hire people. They are not HR or full-time employees, just a bunch of trained professionals who will help you along the hiring process. They have an eye for talent and they can help you recruit one.


You cannot blindly hire someone especially if you see that an interviewee lacks some very basic skills and strong work ethic. If an employee respects the work ethic, it strengthens the quality of your work and organization, something you can certainly not compromise on.


Dozens of talented individuals out there apply for a post, HR gets a plethora of CVs in PDF form, in print and in person and from those bunch of candidates, they narrow down their choices to the best suitable candidate. It is surely a fierce competition in the market.


Remember an old proverb “a rolling stone gathers no moss”, it goes well with the people of this generation. They do not stick to one organization and take up another offer as they get bored of company because they cannot commit to one place. This creates uncertainty in the market.


Your CV represents you. It is just a piece of a paper but it can either make it for you, or break it. It is not like people don’t apply for the post, it’s the way they portray themselves on a Word document that doesn’t seal the deal for them. A lot of talented individuals can’t make it past forwarding CV stage because they fail to grab the attention of HR through their piece of paper.

SKILLED CANDIDATE (Solution and problem):

The more skills you require in a candidate, the tougher it gets for you to get your hands on one. It is easier when you are looking for fresh talent. The more the requirement of the skill set, the messier the hiring process gets. Companies are now training their existing employees, teaching them all the technical details to avoid hiring more people with technical knowledge from outside of the organization.


People today want more benefits from a company than they usually offer. If you closely look into this matter, you owe them benefits too. So, use your creativity and offer them great benefits. You can provide them many privileges like onsite gyms or fitness classes, office book clubs, spa services, free snacks, health insurance, drinks, generous maternity and paternity leaves.


Alongside interviews, conduct tests of candidates to examine their abilities. Prepare a test that incorporates the fields of your requirements. This will give you a better idea of their skills and you can determine whether or not you want them as a full-time employee in your organization.

A MEETING (Solution):

Arrange a meeting with hiring managers before conducting interviews where you can line up the interview process, the skills you need and the other desired important factors you are looking for in a candidate. This way you can prepare for interviews beforehand and make yourself and your company seem organized and professional.


To know interviewees personally, you should have some psychological questions aligned for them, to have a better understanding of their behavior. It’s necessary for the workplace environment to have a basic idea of the behavior of the employee that is going to be appointed. Proper assessment is very important.


Many a times a company can’t find good employees because they have set their bar of standards so high. They only want to hire perfect experienced employees instead of learners, who would grow with their company and when trained right, would help their company flourish. Perfect doesn’t exist so stop seeking it

BUDGET (Issue):

Extend company’s budget and offer a candidate a good pay. No matter how many years an employee serves in your company, he will jump on to another as he gets a good offer. No one is going to be selfless enough for you and stay with you even if you don’t pay them well for it to worth their efforts.


Always take a good care of your existing employees. They are the ones who work hard for your organization and would put it in a word for you if your company is looking for a good talent. Nobody would want to work, let alone apply for any position in a company where they are ill-treated.

SOCIAL MEDIA (Solution):

Social media has its’s perks. It gives you the platform for advertisement. If you use it right you can smartly promote your company or have We Are Hiring posts up when you are looking for an employee. It will catch attention of majority of the people as everyone uses social media, you just have to be creative.

Talented individuals have not ceased to exist, it’s how you look for them that makes all the difference.