Inc 500: 5 reasons leaders have trouble hiring

By Adam Robinson,
September 12, 2013

 Last week the annual Inc. 500 list was released containing 500 of the Nation’s fastest growing companies. With a few copies floating around the office, my coworkers were pouring over the articles trying to determine the “magic” potion for company’s monstrous success.

Page 66 of the magazine contains a section titled “Portrait of Leader” and is filled with infographics and interesting numbers around the founders of Inc’s 500 list. In the middle of the second page is the question,”What is the biggest challenge facing leaders today?” An overwhelmingly 42% responded with “Finding and keeping skilled workers.”

As a company that provides a hiring solution for fast-growing organizations, we brainstormed 5 reasons leaders can’t find and hire skilled workers. 

1. Unsure of where to source from

The average job posting will see a 55% increase in candidates when posted to a job board or job board aggregators (Like Indeed or SimplyHired). Many hiring managers assume that having their open positions on their website will result in hundreds of candidates, unless you are a large company, this is highly unlikely.

Start your sourcing process by posting your job to job board aggregators and niche job boards like SalesGravy for sales and Snagajob for hourly workers. Ensure your job description is up to par in order to receive maximum traffic.

2. Asking the wrong interview questions

It always shocks us how many people Google good interview questions to ask candidates! Part of being unable to hire skilled workers comes from not knowing what to ask candidates during the interview process.

Develop an interview guide with questions that relate to the candidate’s past behaviors and experiences and stick to it during every interview. That way you can be sure each candidate was asked the same questions to rule out any unfair testing.

3. Not offering unique perks

It’s a millennial’s world and the rest of us are just living in it. With almost one-third of the workforce made up of Gen Y employees and managers, one reason leaders can’t find or hire skilled workers is because they aren’t offering any unique perks that a millennial might find appealing.

For instance, if you are hiring a software developer (which most of us are!) consider allowing them to work from home or remotely which is an appealing perk to engineers. Other unique benefits include: Work from home days, PTO on your birthday, weekly catered lunches, and summer hours.

4. Falling short on company culture

Want to know why so many graduates have their heart set on working for tech companies? Our guess is their company culture and environment.

Organizations (and prior Inc. 500 nominees!) like Google, HubSpot, Moz, and Evernote all focus on building a community, not just a workforce. Who wouldn’t want to work for a company that makes you feel included and engaged.

Get into the mindset of building a community. Treat your employees like family and plan events around engagement. You will be surprised how much a candidate can see when it comes to finding a job with great culture.

5. Lack of technology

Unable to find and hire skilled workers? You may be lacking the technology you need to seek out and select the right person.

Investing in an HR technology solution might be the answer to your problems of finding skilled workers. Look for tools that provide interview guides, verification packages, and a platform that gauges culture fit. Automating your selection process will decrease all that time you are wasting Googling interview questions. 

Looking for software developers? Download our guide below to learn how to source, interview, and hire a developer.

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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