Hiring should be simple—post a job, get applicants, pick the best one, and boom, you're done. Right? Not so fast. Finding truly qualified, reliable employees has become one of the biggest struggles for business owners, whether you’re running a local restaurant, a construction company, or a corporate office.
So why is it so hard to find great people?
1.
The “Good Resume, Bad Employee” Problem
A resume can make anyone look great, but can they actually do the job? Many business owners hire someone who interviews well, only to realize later that their skills (or work ethic) don’t match up.
Fix it: Instead of relying solely on interviews, add a simple skills test or a trial work period. For example, a construction company could have a new hire demonstrate their ability to read blueprints or safely operate equipment before bringing them on full-time.
2.
People Ghosting After the First Week
You find someone awesome, they start the job… and then disappear. This phenomenon, known as "ghosting," is becoming increasingly common across various industries. In fact, a 2024 report revealed that 61% of job seekers have been ghosted after a job interview, a 9% increase from the previous year.
(Source: PR Newswire)
Fix it: Make sure you’re hiring people who are genuinely interested in the work. During interviews, ask why they want the job. If their answer is vague or generic, they may just be looking for any paycheck, not a long-term position.
3.
Competing With the Big Guys
A small business can’t always offer the same salary or benefits as major corporations. But that doesn’t mean you can’t attract great talent.
Fix it: Emphasize what makes your business special—whether it’s flexibility, a close-knit team, or opportunities for growth. People want more than just money; they want to feel valued. Offering a thoughtful onboarding process and opportunities for professional development can significantly enhance employee retention.
(Source: Bank of America Business)
The Bottom Line
Hiring will always come with challenges, but with the right approach, you can build a strong, dependable team. Focus on finding people who want to be there, and you’ll save yourself a lot of headaches down the road.
