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What Leaders Get Wrong About the “Talent Shortage”
Everyone is saying that they can’t find talent. But that’s not the real problem.
No matter the industry or company size, one message keeps coming up in conversations with leaders: “We just can’t find the right talent.” The assumption is always the same. The market is broken. Candidates are scarce, too picky, or not skilled enough.
From my perspective, in most cases, talent exists. What is missing is alignment inside organizations and between what employers want and what they are offering.
This is not about blame. It is about being honest about what is really happening.
Unrealistic Expectations Are Quietly Shrinking the Talent Pool
One of the most common issues we see is unrealistic role design. A single position quietly carries the expectations of multiple jobs. Employers want deep expertise, leadership ability, industry experience, immediate impact, and long-term growth potential, all rolled into one hire.
On paper, this feels efficient. In reality, it dramatically narrows the talent pool.
Strong candidates often opt out early. Not because they cannot do the work, but because they assume they are not what the company wants. Many could succeed with reasonable ramp up time and support, but the role description tells a different story.
The answer is not lowering the bar. It is getting clear about what truly matters on day one versus what can be developed over time.
Job Descriptions That Overwhelm Instead of Attract
Another major barrier is the job description itself.
Many postings are overloaded with long lists of responsibilities, vague language, and outdated requirements that no longer reflect how the role operates. After candidates read through an 8-page job description, they cannot tell what the role really prioritizes or how success will be measured.
When everything is labeled as critical, nothing feels essential.
Clear, focused job descriptions do more than attract better candidates. They force alignment internally before interviews even begin. That clarity saves time, reduces frustration, and leads to stronger hiring decisions.
When Pay, Scope, and Expectations Do Not Line Up
Compensation misalignment continues to derail hiring efforts.
Employers may believe their pay is competitive, but candidates evaluate compensation relative to scope, pressure, and accountability. When a role carries senior-level responsibility but offers mid-level pay or flexibility, candidates disengage quickly.
Not because they are unrealistic. Because the equation does not make sense.
As pay transparency becomes more common, candidates are better informed and quicker to walk away when something feels off. Organizations that align compensation with the true scope of the role and can clearly explain that alignment move faster and close stronger hires.
Hiring Processes That Lose Momentum Lose Candidates
Even well-designed roles can fail because of the hiring process itself.
Long gaps between interviews, unclear ownership, inconsistent interview experiences, and slow decision-making all send the same message: this role is not a priority.
Strong candidates do not stay in the market indefinitely. They choose organizations that demonstrate clarity, decisiveness, and respect for their time.
The goal is not speed for speed’s sake. The goal is a coordinated, intentional process that builds confidence for both candidates and hiring teams.
Internal Misalignment Always Shows Up Externally
One of the most overlooked challenges is internal disagreement about what “good” looks like.
Different interviewers assess different things. Feedback conflicts. Decisions stall or reset entirely.
When teams cannot articulate shared success criteria, hiring drags on and candidates feel uncertainty. The organizations that hire well invest upfront in alignment, structured interviews, and clear decision rules.
The Opportunity Most Organizations Miss
The companies that succeed in today’s talent market are not doing anything flashy.
They align expectations before recruiting.
They define roles clearly.
They match pay to scope.
They run hiring processes with intention and accountability.
As the head of talent acquisition at PEAR Core Solutions (www.pearcoresolutions.com) this is the work we do every day. We help organizations step back, identify where alignment is breaking down, and rebuild hiring strategies that actually work in the real world.
The talent market is not broken. It is simply exposing misalignment. For organizations willing to address that honestly, the opportunity to hire better and faster is still very much there.
If you are experience a “talent shortage” for your open positions, or have questions about if your talent acquisition process could be improved, reach out directly to me. I’m happy to assist!
Elyssa Bray
Talent & Employee Experience
The post What Leaders Get Wrong About the “Talent Shortage” first appeared on PEAR Core Solutions, Inc..
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By PEAR Core Solutions, Inc.Everyone is saying that they can’t find talent. But that’s not the real problem.
No matter the industry or company size, one message keeps coming up in conversations with leaders: “We just can’t find the right talent.” The assumption is always the same. The market is broken. Candidates are scarce, too picky, or not skilled enough.
From my perspective, in most cases, talent exists. What is missing is alignment inside organizations and between what employers want and what they are offering.
This is not about blame. It is about being honest about what is really happening.
Unrealistic Expectations Are Quietly Shrinking the Talent Pool
One of the most common issues we see is unrealistic role design. A single position quietly carries the expectations of multiple jobs. Employers want deep expertise, leadership ability, industry experience, immediate impact, and long-term growth potential, all rolled into one hire.
On paper, this feels efficient. In reality, it dramatically narrows the talent pool.
Strong candidates often opt out early. Not because they cannot do the work, but because they assume they are not what the company wants. Many could succeed with reasonable ramp up time and support, but the role description tells a different story.
The answer is not lowering the bar. It is getting clear about what truly matters on day one versus what can be developed over time.
Job Descriptions That Overwhelm Instead of Attract
Another major barrier is the job description itself.
Many postings are overloaded with long lists of responsibilities, vague language, and outdated requirements that no longer reflect how the role operates. After candidates read through an 8-page job description, they cannot tell what the role really prioritizes or how success will be measured.
When everything is labeled as critical, nothing feels essential.
Clear, focused job descriptions do more than attract better candidates. They force alignment internally before interviews even begin. That clarity saves time, reduces frustration, and leads to stronger hiring decisions.
When Pay, Scope, and Expectations Do Not Line Up
Compensation misalignment continues to derail hiring efforts.
Employers may believe their pay is competitive, but candidates evaluate compensation relative to scope, pressure, and accountability. When a role carries senior-level responsibility but offers mid-level pay or flexibility, candidates disengage quickly.
Not because they are unrealistic. Because the equation does not make sense.
As pay transparency becomes more common, candidates are better informed and quicker to walk away when something feels off. Organizations that align compensation with the true scope of the role and can clearly explain that alignment move faster and close stronger hires.
Hiring Processes That Lose Momentum Lose Candidates
Even well-designed roles can fail because of the hiring process itself.
Long gaps between interviews, unclear ownership, inconsistent interview experiences, and slow decision-making all send the same message: this role is not a priority.
Strong candidates do not stay in the market indefinitely. They choose organizations that demonstrate clarity, decisiveness, and respect for their time.
The goal is not speed for speed’s sake. The goal is a coordinated, intentional process that builds confidence for both candidates and hiring teams.
Internal Misalignment Always Shows Up Externally
One of the most overlooked challenges is internal disagreement about what “good” looks like.
Different interviewers assess different things. Feedback conflicts. Decisions stall or reset entirely.
When teams cannot articulate shared success criteria, hiring drags on and candidates feel uncertainty. The organizations that hire well invest upfront in alignment, structured interviews, and clear decision rules.
The Opportunity Most Organizations Miss
The companies that succeed in today’s talent market are not doing anything flashy.
They align expectations before recruiting.
They define roles clearly.
They match pay to scope.
They run hiring processes with intention and accountability.
As the head of talent acquisition at PEAR Core Solutions (www.pearcoresolutions.com) this is the work we do every day. We help organizations step back, identify where alignment is breaking down, and rebuild hiring strategies that actually work in the real world.
The talent market is not broken. It is simply exposing misalignment. For organizations willing to address that honestly, the opportunity to hire better and faster is still very much there.
If you are experience a “talent shortage” for your open positions, or have questions about if your talent acquisition process could be improved, reach out directly to me. I’m happy to assist!
Elyssa Bray
Talent & Employee Experience
The post What Leaders Get Wrong About the “Talent Shortage” first appeared on PEAR Core Solutions, Inc..