Reasons Why Your Business Is Struggling To Attract Top Talent

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Effective businesses are built on a foundation of great people. The executives, managers, and employees at your company are the most important resource and will determine whether or not your organization will become profitable. This is why hiring the right people for each role is crucial if you want to get to the top of your industry.

The last several years have seen big changes in how the workforce operates. Though things have been trending in this direction for a while, the pandemic accelerated the concept of workers demanding more from their employers. If they did not feel valued for what they contributed to the company, they decided to seek out better opportunities.

While it is hard to measure the appeal of your company based on what type of candidates apply, some practices could be preventing your business from acquiring the best talent. Here are a few reasons why your organization may be struggling to attract top talent.

Insufficient pay

The main reason why people work is to earn a living. The money that is paid to workers is compensation for what they bring to the company. The salary for a specific position is the most basic method of evaluating the value of that role or the person in that role.

Insufficient Pay

If you are having trouble attracting top-tier candidates to your brand, the pay that you are offering could be a huge reason why. Research the market to see what the average salary is for a similar position at other companies.

If you want any hope of bringing in the best people with those qualifications, then the compensation level needs to at least be close to that average. 

Lack of quality benefits

Pay is not the only type of compensation that workers look for. They also want to see a comprehensive benefits package, especially for full-time positions. For many, this job may be the main source of income for their whole family, which means they also rely heavily on employer-sponsored insurance to take care of their loved ones. But insurance is not the only benefit that workers are looking for. 

Many employers offer wellness incentives like gym membership reimbursements or on-site fitness centers. Additionally, if you have a remote workforce, you can offer a home office stipend so people can set up their offices the way they want. Quality benefits are the cherry on top of good pay that can increase the size of your talent pool to find better candidates.

Inflexible work arrangements

The remote workforce grew exponentially during the pandemic, and as a result, many job-seekers want remote positions going forward. Though some of the positions at your company will require that people be on-site, there may be some that can be performed remotely or at least with a hybrid setup.

Inflexible work arrangements

Offering this as an option can open up a larger pool from which to draw employees since more may be interested in the position. 

However, your operations must be set up to accommodate these remote possibilities. Migrating to hybrid cloud computing will allow for greater accessibility and internal communication, especially if your teams are geographically spread out.

Paying for equipment or offering a home office stipend can also be necessary steps to create flexible work arrangements with appealing positions. 

Toxic office culture

Nobody wants to work in a toxic or unfriendly environment. This scenario can be a drain on the mental health of an employee, making their work experience miserable, and the pay may not be worth it.

If your company has a toxic office culture, applicants have ways of finding out.There are many reviews online that can be found from former employees, especially if you use job boards like Indeed.

It is possible that you do not even realize the culture in your organization is suffering because you are worried about all the responsibilities on your shoulders. Even if you think the culture is positive, it makes sense to invest more time and energy into building a cohesive team that candidates will ask about in their interviews. 

Poor recruitment strategy

Another reason why top talent may not be applying to your company is that they do not know about you or the available positions. This comes down to a poor recruitment strategy. Marketing your brand is not just for customers but for potential employees as well. There are a few options to address this issue. 

If you are hiring for multiple positions and need to find candidates fast, then attending job fairs or trade shows could be helpful. Maybe you are a healthcare practice struggling to find top-notch physicians. Physician staffing consultants could connect you with a vast network of medical professionals.

If your e-commerce brand is looking for remote candidates around the country, then you could benefit from paying for a recruitment marketing service to expand your message outreach.

Disorganized application process

Disorganization within a company can be a turnoff for potential employees. If they have the perception that your interview process is unclear or confusing, then they might assume that other operations within the company are also disorganized. A convoluted application and interview process is very easy to fix. 

Disorganized application process

First, you need to have a thorough job description so everyone is on the same page about the role. Second, a clarified schedule lays out how many interviews will occur and with whom is needed. Third, everyone should know how they are involved in the process and all questions should be shared with hiring managers.

By detailing how this process plays out with applicants, it will be obvious that you are an organized company, a trait that job-seekers want to see for stability. 


Sometimes, the reason why people are not applying to join your company is because of something that is beyond your control. It may be that the location of your company is limiting the pool of candidates who are interested in the position. Though you are probably unable to change this circumstance in the short term, some solutions can mitigate the issue. 

First, try offering a little bit more of a salary. The right number could be enough to convince people to move to a new role. Second, you can curate a job description that is open to remote workers. Third, you can offer incentives like helping with moving costs. These benefits could convince people who do not live nearby to consider the position you are offering. 

Excessive requirements

Writing a job description is not a simple listing of all the responsibilities that a person will have. This can be an overwhelming amount of information for an applicant to have. It is better to save those types of details for the interview so that you are not scaring off potential employees.

Excessive requirements

While you should not avoid being specific in the qualifications of your application, it could be beneficial to speak in broader terms. The more detailed the description is, the longer it will be and the more likely people are to stop reading it. Shorten your descriptions and focus on the main objectives that the employee will fulfill.

Sometimes, having too many requirements will dissuade perfectly qualified individuals from applying, even if they would be a great fit. Try to be more flexible so that you can determine the actual fit of the person during the interviews rather than from a document. 


Another simple answer to your struggle to bring in qualified candidates is that there is a lot of competition for the same individuals in your industry. When other companies are looking to hire the best talent, then you have to compete with them to attract the right people to your organization instead.

The key to doing so is to highlight the advantages of working for your business over others. Maybe you have a smaller team, so the culture is more intimate and friendly. Perhaps you prioritize a welcoming culture to create healthy teams that all workers love to be a part of. 

Make sure that you study the competition well to see how they are advertising their openings and look for ways to either improve on it or exploit the gaps. 

Always remember that candidates are people too

It is easy for hiring managers and executives to approach recruitment the wrong way. Often, workers are seen as tools to accomplish business goals, which is essentially true. But this mindset could make you miss out on other characteristics of applicants that can help the business.

Just because someone meets all the qualifications of the description does not mean they are the best candidate. Individuals have more to offer than just their professional experience. Some of them may have more ambition than others, which is a trait that is hard to glean from a resume alone.

A worker who has similar values to the company could provide more value than an applicant with more education. Sometimes, the intangibles are what make a great candidate, so remember that applicants are people too and not just text on a resume.

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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