Spot It.
You post the job and wait. Applications trickle in, and the few that arrive don't fit. Positions stay open for months while the rest of the team carries the extra load. You start to wonder whether good people are out there at all, or whether they are all working somewhere else.
Sight It.
Hiring often depends on a single job post written as a list of requirements. It doesn't explain why someone would want to work for you. Pay and benefits may lag the local market. Hiring starts only when someone leaves, so there is never a pipeline of people. And your current employees, often the best source of good referrals, are never asked to help.
Solve It.
Widen the funnel and make the job appealing:
- Rewrite your job post to explain what the work is like, who the team is and why people stay.
- Check pay for the role against current local market rates.
- Ask your team for referrals, and thank them when one works out.
- Build relationships with schools, trade programs or community groups that train the people you need.
- Keep in touch with good candidates even when you aren't hiring.
Hiring works best as a steady effort, not an emergency.
Fixed it yourself? Great. Want help making it stick? Talk to a Troubleshooter.