Today's employment market creates a real paradox: companies are constantly looking for highly qualified employees, while talents are struggling to find work that matches their skills, interests, and career goals.

Representatives of the companies I work with often ask me: "Why can't we find good candidates?" At the same time, candidates ask me the same question: "Why can't I find the company I want?!"

In the end, the result is the same - both sides are actively searching, but they still can't find each other.

My several years of experience in human resources management, and especially in recruiting, have shown me that this problem is not accidental and has specific, systemic causes .

Problem #1: Companies are looking for talent with the wrong strategy

Very often, companies create a profile of the so-called "super candidate" - a person who must have many years of experience in not one, but several areas, possess all the necessary skills and knowledge, be competent, and perfect in every way.

The problem is that the proposed budget does not meet these expectations. I mean that the scale of responsibility and the remuneration are often incompatible with each other.

As a result, companies find it difficult to make a choice and, due to the wrong expectations, they themselves lose strong candidates due to the process being dragged out.

Problem #2: Interviews that don't give us anything

During the interview process , standard, unhelpful questions are often asked , such as:

• "What is your weakness?"

• "Why do you want to work with us?"

These questions don't really reveal a candidate's work style, motivation, or real potential.

Instead, it is much more effective to ask questions that show:

• In what work environment is the candidate most productive?

• How and how often is feedback needed?

• What helps with quality work and what hinders it?

Understanding the psychology of talent is critically important for making the right decisions.

What are talents really looking for?

Practice has clearly shown me that today, talents are primarily looking for:

• An environment where they are seen as people and not just labor resources

• Increases the real perspective

• Trust and transparent communication

• Flexible working hours

• Well-organized onboarding

• A manager who listens

Attracting talent with just a salary or minimal benefits no longer works.

Problem #3: Protracted and disorganized hiring process

Often the 'hiring' process is not planned properly from the beginning:

• The job description is vague.

• The budget is not agreed upon in advance with management.

• Decision-making is taking a long time.

• Feedback to candidates is often not returned at all

As a result, candidates lose interest, motivation, and disengage from the process - even when they were initially interested.

Problems with talents

Another important reason why parties fail to find each other is that many candidates have difficulty properly presenting their experience and skills.

This is especially visible:

• In incorrectly drafted resumes

• In unclear positioning

• Being unprepared for an interview

It is very common for a resume to:

• The position title is not specified.

• No major achievements visible

• Experience and years are mixed up.

• Design and structure are overloaded

However, the resume is the most important presentation of your professional image and should be easy on the eyes, yet strong in content.

LinkedIn - an underappreciated opportunity

I often advise candidates to fully utilize the potential of LinkedIn. This platform allows you to:

• Determine your professional direction correctly

• Reach the right audience

• Find real employment opportunities

LinkedIn is one of the most important parts of a career strategy today.

Interview - a two-way process

Many candidates have difficulty understanding that the interview is a two-way process . It's not just the company that evaluates the candidate - the candidate must also evaluate the company.

When the candidate:

• Does not research the company in advance

• Doesn't ask questions.

• Does not analyze their own goals

The quality of cooperation is at risk from the very beginning.

Conclusion: The problem is not in the people - the problem is in the system

The Georgian employment market is changing rapidly. Remote work, increased competition, and modern demands are creating a completely new reality.

Companies need more transparent, fast, and people-oriented processes. Candidates need to position themselves correctly and have a clear career strategy.

The modern employment market is full of opportunities, but those who approach the process strategically, thoughtfully, and responsibly reap the rewards.

The author of the article is: Barbara Khasia, Recruitment and career development expert with international experience