Wake-Up Call: The Real Reason Recruiting Feels Much More Difficult in 2024
Tuesday, 31 December 2024
Throughout the past 12 months, I’ve noticed how a simple hiring need can drag on for months because a hiring manager worries a candidate lacks one small skill that could easily be learned on the job.
I’ve also seen hiring managers look for a “purple unicorn”—someone perfect in every way—only to reject strong contenders who fall short on a minor requirement.
In other situations, companies with relatively limited salary budgets reject promising candidates by claiming they don’t meet the required qualifications. Let’s be honest, though—if your budget is below the market rate, you can’t expect to attract (and keep) the very top talent.
On top of that, some companies fail to attract good candidates at all because jobseekers do their research and uncover “fishy” issues within the organization.
Put it all together, and it starts to feel like a never-ending maze that frustrates both recruiters and also hiring managers.
Here’s why I think it’s happening, and how it connects with the recruitment trends we’re expecting to see in Indonesia by 2025:
1. Chasing “The Best” Candidates
Many companies keep saying they want “the best,” but rarely ask themselves: Are we offering the best workplace in return?
High-performing people—those with strong skills and big ambitions—will immediately check if you have a good culture, clear career growth, a positive reputation, and competitive pay.
If those factors are missing, top candidates simply move on to another opportunities elsewhere.
2. Generational Differences
Most applicants now are Millennials or Gen Z. Yet many decision-makers still have Gen X or Baby Boomer mindsets—sometimes even younger managers cling to old methods.
The result?
A big mismatch.
Younger talent values purpose, flexibility, and a healthy work-life balance, while some older hiring managers focus on rigid structures and hierarchies.
Recruiters end up juggling these conflicting expectations.
3. Cultural “Buzzwords” vs. Reality
Companies love to say they have an “innovative culture” or a “dynamic workplace.”
But if the actual environment is full of strict hierarchies and outdated processes, candidates sense the mismatch.
When real conditions don’t match the talk, the best people lose interest fast.
4. Complicated Hiring Processes
Sometimes there are too many interviews, tests, and long waiting periods.
High-demand talent won’t tolerate endless steps or unclear timelines. They want respect for their time, direct communication, and efficient decision-making.
If any part of the process feels like a dead-end, they’ll look elsewhere.
5. Skills vs. Upskilling
Some companies overlook good candidates just because they don’t check every box.
But when we view certain skills as trainable on the job, we open the door to more talent, and that’s where upskilling becomes key.
How Do We Fix This?
- Build a Strong Employer Brand -- Make your company a genuinely appealing place to work—strong leadership, fair pay, real growth opportunities, and high employee engagement. Then share that story consistently, both online and offline.
- Simplify the Hiring Experience -- Reduce unnecessary/outdated steps and give candidates clear timelines. Respect their time and keep them informed. A smoother, data-driven process (complete with quick feedback) will keep top talent from walking away.
- Close the Generation Gap -- Offer flexible work options and train hiring managers on Millennial and Gen Z preferences and how to manage them effectively. Encourage open communication so everyone learns from each other, creating a more inclusive environment.
- Live Your Culture -- Show that your actions match your words. When employees truly feel supported, they spread the word—and that’s the best kind of employer branding you can get.
- Prioritize Upskilling -- If a candidate lacks a minor skill, but fits your culture and shows strong potential, consider offering training. This approach not only widens your talent pool but also demonstrates that you invest in your people.
Final Thoughts
Recruiting in 2024 isn’t challenging because there’s no talent; it’s challenging because top talent has higher standards.
If we want the best people on our teams, we must become the kind of workplace they aspire to join.
That’s the real secret—and it ties directly to the Indonesia’s Recruitment Trend Prediction in 2025, which calls for data-driven recruitment, strong employer branding, flexible work models, great candidate experience, and a focus on upskilling.
As we end the year, I hope this reflection encourages us to elevate our game.
With these trends in mind, hiring will feel less like a struggle and more like a natural match between company and candidate.
Happy New Year, and here’s to making 2025 the year we truly get it right!
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