Recruiting top talent has become increasingly difficult due to economic shifts, changing workforce expectations, and evolving industry demands. Employers across industries report longer hiring timelines, fewer qualified applicants, and rising competition for skilled professionals. As a result, businesses must rethink traditional hiring strategies and adopt more flexible, inclusive approaches to attract and retain top candidates.
The workplace landscape has significantly changed recently, primarily driven by the pandemic. The pandemic forced businesses to embrace remote work or risk shutting down. While some companies have attempted to reinstate traditional office structures, many employees have grown accustomed to the flexibility and benefits of remote work. As a result, their expectations have evolved, reshaping what they seek in an employer and the work environment they are willing to accept.
1. Widening Skills Gap
Many industries are experiencing a disconnect between the skills employers need and the qualifications candidates possess. Rapid technological advancements mean traditional education pathways often fail to meet industry demands. As a result, companies struggle to find candidates with up-to-date technical skills, particularly in fields like IT, healthcare, and engineering.
2. Increased Candidate Expectations
Job seekers today prioritize flexibility, competitive compensation, and workplace culture more than ever. Many candidates are reluctant to accept positions that don’t offer remote or hybrid work options, comprehensive benefits, or clear growth opportunities. Companies that fail to meet these expectations often lose top talent to competitors offering more attractive packages.
3. High Competition for Talent
With historically low unemployment rates, businesses must compete aggressively to attract and retain top performers. Skilled professionals often receive multiple offers, making it essential for employers to streamline their hiring process and communicate their value proposition early in the recruitment cycle.
4. Declining Employee Loyalty
Job hopping has become the norm, with many employees leaving positions within one to two years in search of better pay, career advancement, or improved work-life balance. A lack of strong company culture, limited growth opportunities, and ineffective management contribute to high turnover rates, making retention a growing challenge. Employers must shift their focus from merely filling roles to creating workplaces that foster engagement, loyalty, and long-term career development to reduce costly turnover and maintain stability.
5. Changing Workforce Demographics
Many industries’ aging populations lead to talent shortages as experienced employees retire. At the same time, younger workers entering the workforce have different career priorities, seeking meaningful work, professional development, and inclusive environments. Employers must adapt their hiring strategies to effectively engage and retain these emerging professionals.
The Benefits of Character Profiles in Job Descriptions
Including character profiles in job descriptions provides a strategic advantage by refining the hiring process and improving long-term employee retention. Instead of focusing solely on technical skills and experience, this approach emphasizes soft skills and personality traits that align with the company’s culture and values.
1. More Accurate Candidate Alignment
When companies define the character traits that best fit a role, applicants can self-assess their compatibility before applying. For example, a fast-paced customer service role may require patience, adaptability, and strong communication skills. When job seekers recognize these expectations upfront, they can determine whether the position suits them, reducing mismatched hires.
2. Improved Team Dynamics
A candidate’s technical ability can be developed, but their core personality traits often remain consistent. Employers prioritizing character profiles can build teams with complementary strengths, improving collaboration and reducing interpersonal conflicts. A department requiring strong leadership may prioritize decisiveness and confidence, while a creative team might value open-mindedness and curiosity.
3. Higher Employee Engagement and Retention
Employees who fit nicely within a company’s culture are more engaged and productive. They’re less likely to leave when they resonate with the organization’s values and feel like they belong, contributing to a more cohesive and motivated workforce. A study from Yale University found that emphasizing character in hiring decisions leads to stronger job satisfaction and lower turnover rates, ultimately reducing recruitment costs and improving long-term employee retention.
4. Enhanced Candidate Pool Diversity
Character-based hiring removes unnecessary barriers such as rigid experience or education requirements, encouraging applications from diverse backgrounds. A company seeking an empathetic, detail-oriented problem solver may attract candidates from non-traditional career paths who would otherwise be overlooked.
5. Better Customer and Client Interactions
For client-facing roles, personality traits directly impact customer satisfaction. Employees who embody professionalism, empathy, and enthusiasm create positive experiences, reinforcing a company’s reputation. Hiring for these attributes helps provide consistent, high-quality service.
Hiring for Potential: Upskilling to Form the Ideal Candidate
The traditional hiring model prioritizes candidates who already meet every job requirement. However, in today’s rapidly evolving job market, skills can be taught, but adaptability, drive, and problem-solving abilities are harder to instill. Hiring for potential shifts the focus to a candidate’s capacity to grow within a role, allowing businesses to develop high-performing employees while widening their talent pool.
1. Expanding the Talent Pipeline
Companies that insist on rigid experience or education requirements limit their candidate pool and risk missing out on highly capable individuals. By hiring based on potential, businesses can attract candidates from non-traditional career paths, career changers, or early-career professionals who may lack specific credentials but demonstrate high learning agility and motivation.
2. Investing in Internal Growth
Upskilling programs allow organizations to mold employees into ideal team members while fostering long-term loyalty. Whether through mentorship, professional development courses, or certifications, training initiatives help employees gain essential competencies while staying engaged in their roles. Businesses that invest in training often experience higher retention rates, as employees appreciate the growth opportunities available.
3. Reducing Hiring Costs
Recruiting and onboarding a new employee can be expensive. Hiring an individual with potential and providing training is often more cost-effective than continuously searching for candidates who meet every qualification. Internal development also strengthens succession planning by preparing employees for future leadership roles.
4. Increasing Adaptability and Innovation
Technology and industry demand change rapidly, and employees who demonstrate the ability to learn and adapt will be more valuable in the long run. A workforce built on potential rather than static skills keeps businesses agile, equipping them with employees open to innovation and continuous improvement.
Tips for Writing Inclusive Job Descriptions
Inclusive job descriptions attract more candidates, helping businesses build diverse, high-performing teams. Many qualified individuals hesitate to apply for roles due to unnecessary barriers in job postings. Companies can significantly expand their hiring pool by making minor but strategic adjustments.
- Focus on Skills Over Credentials: Instead of requiring specific degrees or minimum years of experience, emphasize skills and competencies. Many capable professionals have gained expertise through alternative education paths, apprenticeships, or hands-on experience. Phrasing requirements as “preferred” rather than mandatory helps avoid discouraging potential applicants who meet most but not all listed criteria.
- Use Gender-Neutral and Accessible Language: Wording plays a crucial role in attracting diverse applicants. Specific phrases, such as “rockstar” or “aggressive,” can unintentionally discourage some candidates. Instead, use neutral, inclusive language that appeals to a broader audience. Tools like gender decoder applications can help identify biased phrasing. Keep descriptions concise and easy to understand, avoiding excessive jargon.
- Encourage Applications from Underrepresented Groups: Many qualified candidates, particularly women and minorities, hesitate to apply if they don’t meet 100% of the listed qualifications. Including a statement such as, “We encourage applicants who meet most, but not all, of the criteria to apply,” reassuring candidates that they are valued based on potential, not just credentials.
- Highlight Company Culture and Values: Communicate your company’s commitment to diversity, equity, and inclusion (DEI). Sharing information about inclusive policies, mentorship programs, or employee resource groups (ERGs) can help applicants determine if they would feel welcome and supported.
- Seek Input from Current Employees: Employees can offer valuable insights into potential barriers within job descriptions. Conducting internal surveys or focus groups can reveal which aspects of a posting might discourage qualified individuals from applying, allowing companies to refine their approach based on honest feedback.
Building a Stronger Workforce with Inclusive Hiring
Your most valuable resources are your people and time. Expanding your hiring pool through character-driven job descriptions, skills-based hiring, and inclusive language allows businesses to attract more qualified candidates who align with company values and culture. Businesses can enhance job satisfaction and encourage long-term commitment by fostering a work environment where employees feel valued, supported, and connected to a shared mission.
A more inclusive hiring process doesn’t just increase applications—it builds more muscular, engaged teams. Employees who feel valued for their potential rather than their experience are more likely to contribute innovative ideas and remain committed long-term. Companies that emphasize growth, adaptability, and diversity create environments where employees thrive, and business goals are met more efficiently.
Platinum Group helps businesses streamline hiring, improve workforce planning, and optimize HR processes with tools like isolved’s Attract + Hire feature. Platinum Group helps companies automate and simplify hiring processes by offering cloud-based HR solutions that streamline candidate tracking, onboarding, and workforce management. With isolved’s Attract + Hire feature, companies can create job postings, screen applicants efficiently, and manage compliance, all from a single, secure platform. Discover how our solutions can support your recruiting efforts today.