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3 Hiring Roadblocks That Are Costing You Top Talent

In a perfect world, your hiring process would be simple.

A position would open and attract the perfect candidate. He or she would apply, interview, be hired and onboard speedily and seamlessly. Sadly, this isn’t a perfect world.

Perhaps that’s why Wasp Barcode Technologies’ State of Small Business Report ranks hiring among the top concerns for businesses, leaving the need for competent, bright employees consistent across most industries. Additionally, Business News Daily noted, “36 percent of employers plan to add full-time permanent employees in 2016, the same as 2015, with just 10 percent expecting to decrease staffing levels.”

The shift toward a higher rate of employment isn’t one-sided, either.’s 2016 employment study revealed that 76 percent of full-time employed workers are either actively looking for or open to new job opportunities. It seems there is an ample amount of willing candidates for businesses’ myriad positions, which means it’s vital to have a streamlined approach for hiring and onboarding. However, many businesses misstep during this crucial phase, costing them time, money and talent.

Here are the top three hiring woes keeping that “perfect world” just out of reach.

  1. A Major Love Loss

Romance isn’t just for relationships.

Wooing has to happen during job recruitment. Candidates want to feel the love during those initial moments. As a 2015 Deloitte article noted “as the battlefield for scarce talent continues to shift, talent acquisition is becoming more like marketing every day.”

Because the job market is so competitive, companies have to promote their overall brand differently than they would have a decade ago. Hiring, it seems, is the new black. In fact, the 2015 LinkedIn Talent Trend report revealed that 66 percent of the U.S. workforce now relies on online outlets and personal connections when job hunting.

If you’re forgetting to place emphasis on the recruiting process, you could be missing out on a critical opportunity to court worthwhile candidates.

  1. A Clogged Hiring Pipeline

You’ve heard that love is always worth the wait, but when it comes to snapping up stellar talent, quicker is better. Candidates who count know their worth and often won’t wait for a disorganized hiring process to catch up. Sadly, many companies struggle with insufferable hiring backlogs.

In a recent study, researchers found that the average U.S. interview process is nearly double what it was in 2010. Tedious applications and little to no engagement from recruiters leave tons of applicants running for the door … and to your competition. Not only does a dragging process cost quality talent, but it also places a company’s reputation on the line.

  1. A Mountain of Paperwork

Once a candidate is hired, HR managers often find themselves buried in burdensome paperwork. In many companies, managers must manually fill out I-9s, W-4s, performance reviews, termination forms, onboarding checklists and so on. And that list is growing.

Because of changes in federal and state laws, employment forms frequently change, forcing hiring managers to either stay on top of compliance or face costly consequences. What’s worse, an archaic onboarding process frustrates HR managers and confuses new employees, leaving both parties less than enthralled.

Hiring and keeping the right people is crucial to a company’s success. A comprehensive human capital management technology can make hiring missteps a thing of the past. With a streamlined process managers can trust, that “perfect world” becomes an everyday reality.

About the author
Author picture, Tiffany McGowen
Tiffany McGowen
Tiffany McGowen, Paycom’s Vice President of Recruiting, is responsible for the oversight of staffing corporate headquarters and growing the nationwide sales force. She has more than 10 years of recruiting experience, ranging from executive-level talent to interns, with a specialty in sales professionals. Passionate about motivation, McGowen is constantly on a coast-to-coast hunt for the best and brightest talent in every market.