Why Hiring is So Hard Right Now…

…And What to Do About It.

By Team Hirschel

If you’re in a hiring seat today, there’s a good chance you’re overwhelmed. Your open roles are urgent, the resumes won’t stop coming, and somehow, even with all that volume, you’re not finding the right candidates.

You’re not imagining it. Hiring has gotten harder, and not for the reasons you might think.

The Resume Flood Isn’t Helping

Yes, the job market is crowded. More people are applying to more jobs than ever before. According to a recent survey by Appcast, companies are seeing a significant spike in job applications per opening, but that hasn’t translated to better hires.

Why? Because volume doesn’t equal fit. Many applicants are “spraying and praying,” applying to dozens of jobs a day with little customization. The result? A tsunami of resumes, most of which don’t meet your baseline criteria. Valuable candidates often get lost in the noise.

Urgency Is Leading to Risky Hires

When roles sit open too long, pressure builds. Teams feel stretched. Projects stall. Revenue takes a hit. It’s tempting to move fast; but that can backfire.

According to the U.S. Department of Labor, the cost of a bad hire can equal up to 30% of the employee’s first-year earnings. In highly regulated or technical industries, the cost can be even higher. A rushed hire may solve today’s problem but create long-term headaches, from performance issues to cultural mismatches.

Why Hiring Is So Hard: The Middle Ground Is Missing

Great candidates still exist, but they often aren’t actively applying. Many are already working, but open to better opportunities. Unfortunately, they aren’t likely to show up in your applicant tracking system.

This “passive talent” segment requires a more strategic approach: one that blends sourcing, relationship-building, and a deep understanding of both the role and the candidate’s motivators. That’s not something AI or a quick resume skim can solve.

So What Can You Do?

If you’re struggling to hire effectively, here are three things to try:

1. Get Clear on Outcomes, Not Just Duties
Instead of listing responsibilities, define what success looks like in the role. This clarity helps you and your recruiter spot candidates who can deliver, even if their background isn’t a perfect match on paper.

2. Prioritize Fit Over Speed
A slightly slower hire who stays and performs is worth far more than a fast one who churns. Set expectations internally and be intentional about vetting beyond the resume.

3. Partner Strategically
A boutique recruiting partner who knows your industry and pre-vets for both qualifications and culture can be a game changer. You’ll get fewer resumes, but far better matches.

Final Thoughts

Hiring is hard right now, and the pressure is real. But if you focus less on volume and more on alignment, you’ll find that the right candidate is out there; just not always where you expected.