Minimizing Pain Points in Hiring

Pain points include generating interest from qualified candidates and identifying essential versus “nice-to-have” qualifications.
By: | July 1, 2019 • 2 min read

In today’s fiercely competitive market for talent, the secret to success may start with looking inward at what your company is truly searching for and what you have to offer.

That’s one of the strategies recommended following a new survey by the global staffing firm Robert Half. Some 2,800 senior managers across the U.S. reported three, interrelated pain points facing HR in the hiring process: generating interest from qualified candidates (35 percent), identifying essential versus “nice-to-have” qualifications (29 percent), and crafting attractive compensation and benefits packages to top other companies’ offers (30 percent).

“There’s a tremendous amount of opportunity for skilled individuals,” notes Richard Deosingh, a district president based in New York City for Robert Half International. “They tend to have multiple offers and be extremely selective in the opportunity they decide to accept.”


With such pressure to find a good applicant, it can be easy to gloss over developing a detailed but realistic job description and responsibilities list while also accurately promoting and describing the company’s culture and its vision. “We spend a lot of time coaching candidates [and talking about] how do you write a resume that stands out,” he says. “The same thing applies to an employer.”

Good candidates are looking for a position that will give them longevity and stability, along with the support to grow professionally, learn new things and be challenged. Presenting that information up front can help improve the response. Plus, it’s what individuals from all generations are looking for, he adds.

As for the job skills required, Deosingh recommends focusing on the must-haves while noting the wish-list qualifications to fine-tune which talent responds. However, companies should be realistic about their compensation offer and consider that some “dream candidate” skills may be better taught than required.

Another focus is to do your homework to ask the right interview questions to engage the candidate so that they can assess the employer as well as vice versa. Then, once you’ve identified a good fit, don’t delay: “Move quickly and offer an attractive compensation,” he says.