Struggling to hire fast? These recruitment challenges could be to blame

Many companies face roadblocks that slow down the recruitment process, affecting the quality of hires and, ultimately, their bottom line. 

These obstacles can result in delays, increased costs, and missed opportunities. However, identifying and addressing these challenges early on can speed up your recruitment process and ensure you're hiring the best talent. 

In this article, we outline the common hurdles slowing down your recruitment process and provide practical solutions to overcome them. 

Unclear expectations 

One of the biggest reasons companies struggle to fill roles quickly is simple: they haven’t defined exactly what they need. If the hiring team isn’t aligned with what a "great candidate" looks like, the process becomes slow, frustrating, and expensive. 

Before posting a job or calling a recruiter, make sure you’ve clearly defined:

• The budget for the role: Are you offering a salary that matches market expectations? 
• The skills and experience required: What’s essential vs. nice to have? 
• Key role details: Is the role remote, hybrid, or office-based? Full-time or contract? 

Unclear job description 

Companies often attract wrong applicants or make bad hires because the job description isn't clear. Vague or overly generic job descriptions can lead to confusion, unnecessary back-and-forth and ultimately, unsuitable candidates.  

This is especially common in startups or smaller businesses that don't have structured hiring processes in place yet. 

A strong job description does two things: it helps recruiters understand who to look for, and it allows candidates to self-assess whether they’re a good fit. At minimum, it should include: 

• Job title: Clear, accurate, and aligned with industry standards. 
• Job summary: A brief overview of the role and its purpose within the company. 
• Job type: Contract, full-time, part-time, temporary, etc. 
• Key responsibilities: A list of the main duties and tasks expected in the role. 
• Skills and qualifications: Required and preferred skills, education, and certifications. 
• Experience requirements: Specific experience (e.g., years in the field, relevant industries, etc.). 
• Working hours: Full-time, part-time, shift hours, or flexible work options. 
• Location: Where the job is based, including remote work options if applicable. 
• Travel requirements: Any travel required for the role. 
• Salary/compensation: If you don’t have a specific number, try to at least give a range. 
• Benefits: Information about healthcare, retirement plans, vacation, and other benefits. 
• Application process: Instructions on how to apply and if any specific documents are required (e.g., CV, portfolio). 
• Date posted/Job closing date: When the job was posted and the application deadline (if applicable). 

Overcomplicated and drawn-out processes 

We’ve all been there—waiting weeks for feedback after endless rounds of interviews and multiple tests. Not only does this drag out the hiring process, but it leaves the candidate feeling frustrated and anxious. 

A well-structured interview combining behavioural and technical questions to assess the candidate's personality and skills, followed by a test if necessary to further evaluate their technical abilities, is often all you need to find the right candidate. 

This approach not only makes the process more efficient but also improves the candidate's experience. Instead of overwhelming them with multiple stages, you can focus on what truly matters and get to the right decision faster. 

Unrealistic expectations 

It’s common for hiring managers to picture the perfect candidate - senior, highly specialised, and ready to hit the ground running. But in practice, that ideal profile might not exist within your available budget or talent pool. 

Here are a few challenges to watch out for: 

• Overly niche skillsets: Some skills are so specialised that only a handful of professionals can do them. 
• Salary vs seniority mismatch: Expecting leadership-level outcomes on a mid-level salary often leads to disappointment. 
• Budget constraints: Your budget may not align with market salary expectations.

This doesn’t mean you have to lower your standards; it means you might need a different strategy.  

An experienced recruiter can help you adjust expectations and find smart alternatives. This could mean: 

• Hiring a mid-level candidate with growth potential and investing in training.
• Splitting the role across two hires with complementary skills.
• Rescoping the role to better match what the market offers.

Poor candidate experience 

When candidates drop out midway, stop responding, or lose interest, you’re forced to go back to the drawing board. This creates unnecessary delays, adds stress to your team, and slows your path to finding the right person. 

Here are some common issues that often lead to drop-offs and lost time: 

• Unclear job descriptions 
• Complicated or outdated application platforms 
• Long delays between each round of the process 
• Too many rounds in the recruitment process 
• Lack of clear or timely feedback 
• Poor communication or inconsistent updates 
• Recurring interview rescheduling or last-minute changes 

Each of these points creates friction that can compound and cause candidates to lose interest. 

Internal challenges within your organisation 

Sometimes, the biggest obstacles to recruitment are inside your own organisation. 

If key stakeholders aren’t aligned on the role, the candidate profile, or even when hiring should begin, the process can stall before it properly starts. These delays frustrate hiring teams, slow momentum, and risk losing qualified candidates to faster-moving competitors. 

Common internal blockers include: 

• Disagreements over the job scope or responsibilities 
• Lack of clarity on who makes final hiring decisions 
• Limited hiring windows tied to budget or headcount approvals 
• Delays in feedback from interviewers 
• Overloaded teams with no time to prioritise hiring 

Limited budget 

This challenge is one that can quietly drag out your recruitment process. 

When the budget for recruitment is tight, you may not have access to the tools, platforms or promotional channels needed to reach the right candidate quickly. Without the ability to advertise widely or invest in recruiter supports, it often takes a longer time to attract suitable applicants.  

 Budget constraints can also limit your ability to offer competitive salaries, which may reduce interest in the role and extend your time to hire. 

This doesn’t mean you can’t fill the position—it just means you’ll need to get strategic. You might: 

• Focus on organic sourcing and referral programs 
• Be more flexible on requirements or candidate seniority 
• Allocate budget for roles that are truly business-critical 

Recruitment in a new country 

Expanding into a new country is exciting, but it often slows recruitment down more than expected. 

Without the right knowledge, even the most basic steps in the hiring process can take longer than anticipated.  

Common challenges include: 

• Language barriers 
• Limited knowledge of the local talent pool 
• Unfamiliarity with local employment law and hiring practices  
• Low brand recognition in the new market 

Each country has its own legal and cultural nuances, especially around contracts, benefits, and compliance. Overlooking these details can lead to delays—or worse, costly fines. 

To avoid these issues, it’s worth partnering with someone who understands the local landscape. A local recruiter or global employment partner can help you move faster, stay compliant, and make a stronger first impression.  

Market conditions

Various market conditions can further complicate the recruitment process, particularly in highly competitive sectors such as tech, healthcare, and engineering. Talent shortages are common, and economic uncertainty can cause companies to delay hiring decisions. Additionally, in a competitive job market, candidates may take longer to make decisions, which can prolong the process. 

How to overcome those challenges?

Most of these obstacles can be overcome with the right strategies. Here are some key solutions: 

• Effective communication: A successful recruitment process relies on clear communication. Provide your recruiters with all necessary information so they can understand your expectations and avoid unnecessary delays. 
• Be open to adjusting expectations: If your initial expectations are unrealistic, be flexible. You might find that hiring someone with less experience or a slightly different skill set can still meet your needs. 
• Consider internal hiring: If time is of the essence, look internally. You may already have a candidate who’s ready for the role, and internal recruitment is often quicker and more efficient. 
• Partner with the right recruitment agency: Recruitment agencies specialise in fast and efficient hiring processes. Their expertise, especially in your industry, can significantly reduce time-to-hire. 

Partner with us for more efficient hiring processes 

If you need a recruitment partner who can streamline your hiring processes and help you find the right talent, look no further. Our expertise in the STEM industry can help you recruit efficiently, saving you both time and money. 

Talk to our specialists today!