“There are no good people out there to hire”, is the most common used phrase among all recruiting managers. With the business flourishing, you as a recruiting manager are struggling to hire good employees and the struggle is getting tougher by and by. First, let’s talk about the issues you come across when you are trying to find a good employee:


You conduct interviews with plenty of candidates; some are experienced some are not. You ask them various generic and technical questions and they boast about their abilities which may or may not be true. That’s the risk, you never know whether the candidate sitting across the table is lying about his/her qualities or not. They may claim to have a knowledge of certain skills they don’t know anything about. And for this you need to have an apt judgement to spot a lie. But again, you can never be sure about it.


To have knowledge of the company where one gives an interview is the most essential thing. While there are many questions to determine that an interviewee has enough knowledge of his craft. “What do you know about our company?” is a question you should ask the candidate to learn if he is interested to work in your company. A lot of people fail to answer this question because they have not done a proper research of the company prior to the interview. That’s a most common mistake a candidate makes and an alarming sign for you. If an interviewee has no knowledge of your company, it reflects his non-serious attitude towards this job.


There is a term Purple Squirrel. It means that a recruiting manager is looking for that one “perfect” employee with the correct skill set, experience and qualification. As impossible as it is to find a purple, it is impossible to find a perfect employee too. You need to set rational expectations from an interviewee who shows up at an interview.  You can’t have all your boxes checked.


Some people can’t commit to one job, even if you hire them, they won’t stick to your company for a longer period of time. As soon as they get a better opportunity, they immediately jump to avail it. This causes uncertainty in the market.


You may find it necessary to have a certain attitude to create an impression on the interviewee. But you as an interviewer represent the entire company. Sometimes an interviewer shows an attitude that throws off the candidate, causing them to lose a potential great employee. Nobody wants to work in a company where they are not treated right. Make sure you treat them nicely and not demotivate them if they make an error or give a wrong answer during a course of that interview.


You only hire experienced people. You don’t open your doors for people with less or no experience. What you don’t realize is that you can’t teach an old dog new tricks. Rather than trying to find experienced people, look for learners. Learners are thirsty for knowledge and adapt easily according to your company’s work ethic. They help your company evolve in the long term, which is a plus.

But don’t lose hope, it is not that skillful employees have stopped existing, perhaps your way of looking for there needs to be more efficient. Here is what you can do to make sure everything is right at your end.


Work on your marketing strategies. It is the age of social media and you can use it to your advantage if you hit the right audience. Promote your company on social media and publish ‘We Are Hiring posts’. Advertise your organization in papers. Use smart tactics and up your marketing game rather than relying on the word of mouth.


An interviewer has to be well prepared just like an interviewee. When you are conducting an interview of a candidate and you haven’t prepared the questions you have to ask, you are making a mistake. Jot down the questions beforehand, think it through. Ask the right questions- both technical and personal. Personal questions give you the idea of candidates’ opinions, behavior and personality. 


Build a good reputation of your company in the market. Words spread like wildfire. If it is out there in the world that your company has so and so problems, it will be widespread even if it is a rumor. Therefore, build a very strong image of yourself as the hiring manager of the company and an image of the company itself.


“I can’t rely on any of my employees”. Yes, you can’t rely on any of your employees if you don’t have their loyalty and respect for you. Treat your employees right, they will vouch for the reputation of the company even after they leave the organization. Take care of your employees. Try to listen to the problems they are having in the workplace and empathize. This is how you gain their trust and loyalty. Be there for them and they will be there for the company.


We can’t deny the fact that a good salary is an appealing factor. If a person is working most part of the day in the office, it is certainly because he/she wants to be paid well in return. Offer them a market competitive salary, provide them benefits or as soon as they get a better package, they will leave your organization in a heartbeat. 


Trust your gut feeling, it’s there for a reason. By the time an interview is over, you do get an insight as to what is the next step you are going to take – whether you will go further with appointing the candidate or not. Evaluate, discuss with your fellow interviewers and listen to your instincts too.


Offer paid internship programs for students. This will help you bring smart students of an institute; you can help them polish their skill set, test their capabilities and contemplate if you want them in your company as a permanent employee after they graduate.

Recruiting good employees is a tricky job but all it needs is a little bit of an effort and brains. Stop sulking. Take the right steps and you will get great employees for your organization, they do exist.