Are You Missing Out on Good People?

Four Ways Employers Unintentionally Exclude Great Talent

In today’s labor market, many organizations say they can’t find the right candidates. But too often, the real issue isn’t a lack of talent, it’s the hiring process itself. Effective hiring strategies attract and retain top-tier employees. It starts with removing unnecessary barriers that discourage qualified candidates from applying in the first place. If you’re struggling to fill positions, you may be inadvertently turning away exactly the kind of people you want to hire. Here are four common missteps that cause companies to miss out on great applicants and what to do instead.

1. Lack of Transparency About Pay and Benefits

Applicants don’t want to invest time and energy applying to a job that doesn’t pay the bills or offer the benefits (such as health insurance and time off) they require. As an employer or hiring manager, don’t waste your time—or your candidate’s—with a fruitless application process simply because pay or benefits were unclear or unknown. For most applicants, there are levels of compensation that are non-negotiable. The simple solution: be upfront and include pay and benefits in your job postings.

2. Unclear or Inaccurate Hiring Timelines

Lack of clarity around hiring timelines results in miscommunication, misunderstandings, and wasted time and resources. If someone is in a hurry to find a new job, a role that starts a month or more won’t work. Securing a job is often time-sensitive, which means a candidate may not be able to wait indefinitely to hear back. Be clear and realistic about your hiring timeline. It’s respectful, efficient, and helps both sides make informed decisions.

3. Long and Complicated Hiring Process

Drawn-out, multi-step hiring processes disproportionately weed out candidates who don’t have financial or logistical flexibility. People who are newly entering the job market or facing urgent employment needs can’t afford to wait weeks, or even months, for an offer. Simplifying your process makes your organization more accessible to diverse, high-potential talent who might otherwise opt out.

4. Requiring Unrealistic Qualifications

Yes, you want the best candidate. But are your job requirements filtering out great people before they even apply? Too often, employers equate “best” with most years of experience or highest degree, without evaluating what’s truly necessary for success in the role. If an advanced degree or 3+ years of experience isn’t essential, don’t ask for it. Candidates fresh out of school or switching careers can bring new perspectives, energy, and dedication, if you let them in the door.

Talent isn’t in short supply, but opportunity might be. If your hiring practices unintentionally favor only a narrow slice of applicants, you’re losing out on strong, motivated people who could make a difference in your organization. The most successful employers refine their hiring strategies to be inclusive, efficient, and aligned with long-term goals. Small changes to your process can open the door to the right people that will drive your success now and into the future.