Posted in Executive recruiting

Hiring managers are having a more difficult time than ever when it comes to finding and recruiting the employees they need. The biggest reason for this is due to the low unemployment rate. Fewer people are looking for jobs now than there have been in the past. And, when there is a smaller talent pool to work with, finding the right person can be a real challenge.

At American Recruiting and Consulting Group, we recognize the needs of many companies to find and acquire top-quality talent. We specialize in executive job placement, but can also serve to find the right talent for any type of job, including management, non-management, contract, and contract to permanent. In today’s blog, we want to review the top challenges that hiring managers are facing and how they can overcome them. Keep reading, and then give us a call to discuss your recruiting needs.

Lack of Quality Candidates

Quality candidates are always more of a challenge to find, but when there are fewer people actively looking for work to begin with, that makes it all the more difficult. The most desirable job seekers are being snatched up within a moment’s notice so you’ll probably have to spend more time trying to find the right people with the necessary qualifications and you’ll have to be prepared to act on them quickly.

Using standard, out-of-date methods of contacting and communicating with job candidates aren’t going to get you very far. You have to change your approach when you’re dealing with a market that favors candidates. One such approach is to access the people that have the skills but aren’t actively searching for a job. You’ll have a better chance of getting qualified, desirable employees, and you’ll be accessing a group that the majority of companies aren’t tapping into. If you want to learn more about how your business could benefit from using this method to acquire talent, contact American Recruiting and Consulting Group today.


In a candidate-driven market, a business must consider the hiring process to be similar to that of the selling process. In order to be successful, you’ll first have to compare and analyze yourself against the competition and then put together a plan for how you are going to present your offer as the more attractive option.

When you consider the playing field and the companies that are competing for your job candidates, you’ll want to ask yourself a few questions:

  • Are you looking for candidates in a highly competitive or specialized market?
  • Are you competing against other companies with more perks, bigger budgets, and a more recognizable brand identity?
  • What can you offer potential candidates that sets you apart from another company?

Once you have a clear vision of what you’re up against, you can put together a strategic plan. Don’t assume that if you don’t have the salary budget you won’t be able to get the employees you desire. Companies can offer many other benefits that are equally important to today’s job seekers. These are things like: flexible work schedule, ability to work from home, an on-site gym, paid volunteer time, a dog-friendly office, tuition reimbursement, extended parental leave, or various on-site amenities such as spa services, haircuts and car washes.

Length of the Hiring Process

Having a streamlined process for communicating, evaluating, and hiring new employees can be a major benefit when it comes to hiring the people you want. Since the majority of people looking for a job want to start that job as quickly as possible, if your hiring process is too lengthy and drawn-out, you could lose a great employee to another company that is able to make decisions and give a job offer quicker than you.

Being able to hire quickly also provides the benefit of filling a vacant position that could be costing your company money due to lost productivity. While you want to make sure to take the time necessary to find someone that is the right fit, you should review your hiring process to make sure it doesn’t include unnecessary steps and there are reasonable time limits in place for making critical decisions.

Closing the Deal

Let’s say you’ve managed to find some potential candidates, completed the appropriate interviewing steps, and now you’re ready to make an offer. For the newest generation of job seekers and employees, the salary listed in the job offer is just one piece of the puzzle. It’s more about the company, the people, the brand, and all of the intangibles that are difficult to put a price on.

Before you even get to the point of making a job offer, you’ll want to focus on the candidate experience and elements beyond compensation. Just as it’s important for them to put their best foot forward when communicating with you, it’s also important for you to do the same. Make sure to relay company mission and goals, company culture, and community or social involvement. Go beyond standard interview protocol and allow them to tour your facility, engage in conversation and introduce them to key members of leadership. This will allow them to have a more personalized experience and gain insight into the daily life within your company.

Different Times Call for Different Measures

If you’re struggling to find good candidates and fill key roles within your organization (and who isn’t?) then you should consider calling American Recruiting and Consulting Group. We have over 35 years of experience finding and placing exceptional talent and are ranked as one of America’s top executive search and consulting firms.

Let us help you get beyond the job boards to access the candidates you really want. Even if they aren’t actively seeking, many people are open to discussing new job opportunities. Whether you’re looking for someone for hard-to-fill positions in senior management, technical positions in Healthcare or Information Technology, or you just need some consulting help to take your talent acquisition to the next level, we’re here to help. Contact us to learn more about our services and how we can help you.