Are you wondering why hiring is so hard right now? If it’s any consolation, you’re not alone — many of your peers are grappling with the same question. Across industries, hiring challenges are intensifying as employers face increased competition for a limited talent pool. Job seekers now have the upper hand and can afford to be highly selective, putting added pressure on hiring managers to help their companies stand out in a crowded market.
The numbers say it all. According to Robert Half’s latest Demand for Skilled Talent report, 86% of managers are struggling to find skilled talent, with 30% describing the process as "very challenging." Even with a slight dip recently, job openings remain historically high as organizations press forward with critical initiatives.
What worked in the past may not cut it anymore. Challenges in hiring are shifting as workforce expectations change and new technologies like artificial intelligence (AI) emerge. On top of that, remote hiring challenges are becoming more common, making it even tougher for employers. Businesses need to focus on smart, targeted strategies that tackle these issues head-on if they expect to meet their staffing needs.
Let’s run down the key hiring challenges facing managers and HR teams today:
Competition for talent — The demand for skilled professionals continues to outpace supply. According to Robert Half research, over half of hiring managers (52%) are recruiting for new roles, primarily to support company growth. But it’s not easy to find top talent as countless companies chase the same skill sets to meet the same objectives.
Satisfying salary expectations — As always, compensation is pivotal to attracting top talent. But, as the 2025 Salary Guide From Robert Half reports, 48% of managers anticipate ongoing difficulty meeting candidates' compensation expectations.
Skills shortfalls — The impact of skills gaps has become more apparent, with 53% of managers flagging this as a hurdle in their department. These gaps don’t just affect work quality — they can bring projects to a halt. That’s why there’s a growing need for effective upskilling and reskilling strategies to keep important initiatives moving.
Remote hiring challenges — The shift to remote work has added new challenges in hiring. Managers report that 42% of their hiring difficulties stem from finding candidates willing to work in the office. This goes to show how important flexible work options have become in attracting skilled talent.
Even with all the current challenges in hiring, employers can still meet their staffing requirements by using a smart, focused approach. Here are five strategies to help you attract the people you need.
Let’s be honest: Money talks. Salary isn’t always the No. 1 factor candidates consider when deciding to take a new job, but it’s a big one. If you offer compensation that’s below current market levels, you simply won’t be able to compete for talented professionals.
Look to resources like Robert Half’s Salary Guide to ensure you’re presenting pay packages that are in line with — or, ideally, above — what others in your industry and city offer for the roles you’re trying to staff.
The reality is that many of the best candidates fall into one of two categories:
They are on the job hunt and weighing multiple offers.
They already have a job and may not be actively searching for a new position.
Either way, you have your work cut out for you. You must offer in-demand professionals a better deal than they have at their current employer or may be offered by a competitor of yours.
How can you up the ante? Start by digging into the data. Robert Half's research reveals that 76% of workers prioritize health insurance as a top benefit, followed closely by paid time off (69%) and retirement savings plans (55%). As for perks, 65% of employees surveyed value flexible schedules, while half prioritize remote work options. When you know what matters most to employees today, you can craft offers that stand out.
Also, consider what your competitors are up to. What are other companies that seem to be snapping up talent offering new hires? Signing bonuses? Innovative employment benefits on par with Silicon Valley startups? A four-day workweek?
Talk to contacts in your network and read the business press to see what you can learn about strategies that are working for other firms. A recruiting agency can also provide valuable insights because they are in constant communication with job seekers and employers.
At the same time, don’t hesitate to ask interviewees directly what might convince them to join your company over another. Encouraging candor from top candidates about their desires can help you negotiate.
You might even follow up with job seekers who rejected an offer from your firm. What made a competing offer more compelling?
When conducting performance evaluations, ask current employees why they choose to stay with your firm. What aspects of working for the company do they enjoy or appreciate most? Their answers can clue you into factors — such as a strong commitment to staff training, a family-like company culture or an emphasis on work-life balance — that you should underscore to candidates throughout the hiring process.
Speed is essential if you want to overcome today’s hiring challenges. Good candidates simply don’t remain available for long. If it takes several weeks to review resumes, coordinate interviews, arrange skills testing and have all necessary parties sign off on a new hire, you’ll miss out every time.
Do what you can to remove obstacles and bottlenecks from the hiring process. For example:
Pare down the number of interviewers to only those who are essential.
Schedule interviews back-to-back to reduce downtime and candidate frustration.
Have compensation packages pre-approved to extend offers quickly.
Use video interviews to overcome scheduling challenges (and consider AI-powered chatbots for initial screening to streamline the process even further).
One word of caution: Don’t move so quickly that you skip key steps in the hiring process. You still need to do your due diligence before bringing anyone on board. Take time to conduct thorough reference checks and assess whether the candidate is likely to thrive in your organization’s workplace culture. Otherwise, you risk making a costly hiring mistake.
Here’s an essential truth about the hiring market that surprises many employers: Your ideal candidate may not exist. And some of the hiring challenges you currently face may be of your own creation.
Think of it like buying a house. Your wish list might include four bedrooms, a large yard, and a prime location. But in reality, you'll likely need to compromise on some criteria to find a home that fits your core needs and budget.
Similarly, when hiring, focus on the skills and qualifications that are truly essential for success in the role. Consider which criteria are "must-haves" versus "nice-to-haves." Many companies seem to be adopting this approach: According to the Robert Half Salary Guide, 56% of technology managers are willing to relax candidate experience requirements to accelerate hiring.
Also consider bringing in someone who may not check every box on your desired list and training them on the job. It can be quite effective to hire promising entry-level and midlevel professionals and then give them tools and resources to quickly build the necessary skills or knowledge to succeed in the position.
By being flexible and prioritizing potential over credentials, you can widen your talent pool and potentially uncover excellent candidates who might have been overlooked with more rigid criteria.
Even as you take pains to hurdle hiring challenges and bring skilled talent on board quickly, have a plan in place so you’re not caught flatfooted if the hiring process drags on.
To manage workloads and prevent current employees from becoming overwhelmed during an extended candidate search, consider these options:
Engage contract professionals to handle immediate needs.
Bring in interim management consultants for senior-level roles.
Utilize managed services providers for critical initiatives and functions.
According to Robert Half research, 40% of managers plan to engage contract professionals to bridge skills gaps, while 39% intend to work with a managed services provider for critical initiatives and functions. This scalable talent model can help you stay on top of business demands as you search for the right permanent hire.
Hiring challenges may be tough, but they're far from unbeatable. The real key? Adaptability and smart strategy. Keep an eye on market trends, respond to what candidates want, and don’t shy away from using new tools like AI for initial candidate screening and interview scheduling. Whether you're facing remote hiring challenges or competing for local talent, staying agile and proactive will help turn these hurdles into opportunities to build a stronger, more dynamic team.
Learn how Robert Half can help you find talented professionals.
