A recent survey by GoodTime (2025 Hiring Insights Report) revealed that 29% of talent acquisition (TA) leaders cite a lack of qualified candidates as their biggest challenge.
So, if you’re struggling to find top qualified candidates, you’re not alone. Finding great candidates is no easy task.
For years, companies have relied on the same old selection process: resume screening followed by an unstructured interview. But research shows these methods aren’t great at predicting job performance. If you think past experience and fancy degrees guarantee a great hire - think again.
Resumes alone don’t tell the full story. Emphasizing years of experience or educational background often leads to missed opportunities and poor hiring decisions. So, what’s going wrong?
The job description is one of the most important parts of the hiring process - but let’s be real, it’s also one of the most overlooked. If you don’t define the role properly from the start, the whole process gets messy. No one will be on the same page about the kind of person you actually need.
So, how do you make sure your job description is clear, attracts the right candidates, and - most importantly - makes them want to apply.
1. Define the role using a task-based approach
Rather than listing generic responsibilities, be specific about the top three tasks the new hire will tackle. Use this formula:
For example: Manage and deliver monthly financial reports (What) using [specific software] (How) for department heads (Who), covering budgets for five key projects (How many), ensuring 100% accuracy and meeting deadlines (Success criteria).
2. Identify must-have skills and experience
Focus on skills that directly impact job performance. Whether it’s technical expertise, problem-solving ability, or leadership, define what’s truly essential - rather than just listing “nice-to-haves.”
3. Set clear expectations for the first 3-6 months
Instead of vague job descriptions, lay out what success looks like early on. This helps both you and the candidate understand the role’s priorities and expectations.
Screening can go off track quickly - especially if you’re just looking at past experience or education. And with AI-generated resumes becoming more common, traditional screening methods are getting even less reliable.
So, what should you screen for? The key is not to screen for everything - trying to check every box will only slow you down and eliminate great candidates for the wrong reasons. Instead, figure out which of these factors are most important for the role, and screen for those.
If the job is task-heavy, consider using a case study or work simulation. If professional skills are critical, include a knockout question to filter candidates early. If personality and motivation matter most, use structured assessments and tests. When values alignment is key, craft thoughtful questions to assess cultural fit.
By rethinking how you screen candidates, you’ll spend less time interviewing the wrong people.
Once you’ve shortlisted candidates, the interview process needs to be structured, fair, and consistent. Here’s how to do it right:
For example, if you ask an older candidate about their tech skills but assume a younger candidate is already proficient, that’s an unfair process from the start.
Rethink the interview format
Just because most organizations standardize their interview process in the same way, it doesn’t mean that it’s the best. When we realize that the interview can present a challenge for some candidates, it no longer makes sense to always hold interviews the same way we always have done — especially if we can choose a new approach that identifies a great candidate while increasing a sense of inclusion.
If your goal is to find the best person for the job, why stick to outdated interview methods?
Let’s be real - candidates only provide references who will say good things about them. Plus, what might have been a good match for a role in one company isn’t necessarily a good match for yours. That’s why reference checks shouldn’t be relied upon to predict job performance.
Instead, use references to understand:
When done right, reference checks can be a valuable tool - not a meaningless checkbox.
Hiring is tough, and finding the right people can feel like searching for a needle in a haystack. But by making a few key changes - defining roles clearly, rethinking how you screen, and structuring interviews fairly - you can dramatically improve your hiring outcomes.
At the end of the day, it’s not just about filling a position. It’s about finding the right person who will thrive in your team, contribute meaningfully, and grow with your company. When you focus on hiring with purpose and clarity, you’re not just improving recruitment metrics - you’re building a stronger, more engaged workforce.
So, take a step back, reassess your hiring process, and make the changes that will truly make a difference.