<iframe src="https://www.googletagmanager.com/ns.html?id=GTM-TD8JGKT" height="0" width="0" style="display:none;visibility:hidden">

Why is recruitment not getting any easier?

Our recent research into the evolving landscape of HR has brought recruitment into sharp focus. In fact, recruitment came third in our ranking of HR professionals’ top priorities – and this is a challenge that’s not getting any easier. In fact, the findings when we asked about recruitment were almost identical to those for retention – reinforcing just how closely linked these two issues are.

Our data reveals a vast majority of HR professionals (90%) have said recruitment isn’t getting any easier, with only 10% saying otherwise.

Identifying the challenges

When asked about the biggest recruitment challenges, the one cited by 40% of respondents – almost twice as many as the next most popular choice – was a shortage of qualified candidates with the right skills. Driven in part by The Great Resignation, where hundreds of thousands of skilled employees left the working world for good, skills shortages are impacting industries of all kinds.

Salary expectations also pose a substantial challenge, as reported by 22% of respondents, while 15% said competition with other organisations were making recruitment more difficult.

At the other end of the scale was the cost of recruitment, as indicated by just 2% of respondents. This suggests that, while companies have money set aside to bring in new recruits, they’re struggling to find the right people for the jobs available.

Navigating the recruitment landscape

It’s clear that organisations need to rethink their recruitment strategies. Prioritising skill development programs and actively investing in learning and development could be one way to address the shortage of qualified candidates. This way, organisations can cultivate the necessary skills within their existing workforce or newly recruited employees.

Adapting to candidate salary expectations is also crucial. Where your organisation may not be able to offer a competitive salary, enhanced perks and benefits is another way to go. This could be significant in both attracting and retaining talent.

Lastly, organisations should be highlighting what makes them unique in the increasingly competitive job market. Factors like company culture, career growth opportunities, and flexible work can make a huge difference.


As the HR landscape continues to evolve, those who adapt their recruitment strategies will be better equipped to attract and retain top talent. This article contains a snippet from The State of Employee Engagement 2023/24. This report draws on insights from over 450 senior HR practitioners to understand their key priorities and challenges going into 2024, including key insights on employee listening, employee engagement, retention, recruitment, and productivity & performance.

Download the full version of the report here as we dive deeper into HR’s four biggest priorities. To view all our other eBooks, click here.

Book a Demo