The Top 5 Challenges Facing Staffing in 2020

The American economy has reached the tipping point with more open jobs than there are workers to fill them. In September 2018, American job openings (and quit rate) reached a 17-year high, Bloomberg reports. To avoid candidate churn and improve hiring and retention, businesses must be aware of these top five challenges in hiring employees in 2020.


1. Talent shortages

According to the 2019 Global Recruitment Insights and Data (GRID) site by Bullhorn, the top challenge cited by recruiters is talent shortages, which 73% say is an issue. With much of the best talent already employed, recruiters must look beyond candidates who are actively applying for jobs and use cold outreach to find talented candidates who are already working.

Professional networking site LinkedIn reports 87% of people are open to new job opportunities. It’s up to recruiters seattle to proactively find the right fit for potential employees


2. High competition

Less candidates equals more competition. Businesses need to make their offering more attractive than their competitors.

That’s not just in terms of financial compensation. A 2019 CNBC/Survey Monkey Workplace Happiness Index study found non-monetary job benefits are key to boost job happiness. The survey results showed 14% of people prioritized more training or learning opportunities, and 9% said more paid time off was most important to improving job satisfaction. Opportunity, contribution, autonomy, and meaning were also cited as important workplace qualities.

3. Slow hiring processes

Slow hiring processes can make your best candidates check out and move on. According to a 2017 study by Glassdoor, the average hiring process length in the United States is around 24 days. Some industries and positions may warrant shorter or longer hiring process. For example, a role in government takes about 54 days to complete the hiring process, while bars and restaurants hire in around 10 days.


If your company’s average hiring process time is longer than the industry average, you could be turning candidates off. As hiring processes drag on, a company faces the following risks:

  • The candidate may not feel valued and becomes disinterested.
  • The candidate is approached by a competitor and wants to work for them instead.
  • The candidate is interviewing with multiple companies and takes an earlier offer.

One way to keep candidates interested is to be transparent about timelines to give them realistic expectations. Hirers need to let candidates know what they can expect from the process so they don’t lose interest and move on.

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4. Increased transparency

Since many of the most talented candidates can afford to be selective, that means candidates are vetting companies just as much as businesses are evaluating candidates. There are company review sites out there, like Glassdoor, and even job search sites like Indeed feature company reviews on their listings.


This is a challenge for companies looking for candidates. Businesses must work to make involuntary turnover as smooth of a process as possible. Retention must be a priority. Engaging employees must be an integral part of business strategy to improve a company’s reputation and attract the best talent.

5. Unrealistic employer expectations

Employers that want top talent need to have realistic expectations about how to achieve that. Here are some things that can hurt hiring efforts:

  • Low-ball salary offers
  • Refusal to cover moving costs for an out-of-state candidate you want to hire
  • No benefits like medical and dental coverage
  • No 401k plan
  • No workplace flexibility, like remote work options, even periodically
  • No employee development opportunities or continuing education reimbursement

These are some of the benefits employees want from a job today, Harvard Business Review reports. An employer that refuses to offer a respectable wage and does not help candidates achieve work-life balance won’t be attractive.