Depending on the unemployment rates and the industry you work in, the process of filling open positions can range from difficult to downright grueling. Regardless of the broader labor market conditions, the task of screening job applicants is often an exercise in patience, especially in industries facing significant shortages. In my experience, healthcare is a prime example of this challenge. The shortage of applicants, for reasons ranging from burnout to shifting generational priorities, means that hiring managers are often stuck between a rock and a hard place: hiring someone to meet an immediate need or waiting for the right candidate to come along. While it may be tempting to choose the former to “put out the fire,” I’ve found time and again that taking the long view is the better option.
Avoiding the Trap of Short-Term Fixes
Decades of navigating hiring needs have taught me a consistent truth: short-term fixes often lead to long-term challenges. I’ve witnessed managers and leaders compromise their hiring standards in moments of desperation, convincing themselves that a suboptimal candidate will somehow work out because the immediate need is so great. Unfortunately, this often leads to even greater strain down the line, as the wrong hire can disrupt team dynamics, fail to meet expectations, or even leave, creating a cycle of turnover that becomes hard to break.
In situations where senior management or ownership pressures leaders to quickly fill roles, I advocate for taking the hit to short-term performance in exchange for long-term sustainability. Yes, working short-handed is difficult and can result in immediate challenges, but hiring the wrong person out of desperation has a ripple effect. It compromises the overall stability and growth potential of the team. The right hire, on the other hand, adds value far beyond simply filling a gap.
Candidates Sense Desperation
Desperation in the hiring process is not only detrimental to operations—it’s also detectable by candidates. When an interviewer projects urgency, candidates often adjust their approach, negotiating harder on areas like availability and wage, or downplaying their ability to meet specific job requirements. This subtle shift can lead to compromises that have lasting effects on the organization.
For example, agreeing to a candidate’s request for a non-standard schedule may seem manageable in the short term but can complicate operations and set a precedent for future hires. Similarly, offering a higher wage to a candidate out of necessity can create inequities within the team, breeding dissatisfaction among tenured employees.
The interview process is a critical opportunity to carefully negotiate expectations and ensure the candidate understands the needs of the business. Rushing this step can lead to hiring decisions that ripple into broader operational challenges, from wage imbalances to scheduling conflicts.
The Generational Shift in Work Ethic and Retention
One of the more complex challenges facing hiring managers today is the generational shift in attitudes toward work and loyalty. Job hopping, once frowned upon, has become more widely accepted in the modern workforce. For many younger workers, the idea of staying with a company long-term is no longer the default; instead, they view their careers as opportunities to explore, grow, and pivot frequently.
This shift makes it even more important to address values and expectations during the screening process. Asking direct questions about tenure and commitment, and understanding a candidate’s motivations, can help identify those who align with the organization’s goals and culture. While it may not eliminate turnover, it establishes a foundation of mutual understanding and accountability that can lead to stronger working relationships.
Navigating the Screening Process
Given the complexities of today’s hiring landscape, the screening process must be approached with intention and care. Here are some strategies to ensure you’re making the right decisions:
Be Transparent About Expectations: Clearly outline the requirements of the role, including schedule, responsibilities, and expectations for performance and commitment. Avoid compromising these during negotiations.
Probe for Alignment: Ask candidates about their career goals, work ethic, and values. Look for red flags that indicate a candidate may only view the role as a short-term stepping stone.
Evaluate for Cultural Fit: Beyond skills and experience, assess whether the candidate’s personality and values align with the existing team and company culture.
Take Your Time: Resist the temptation to hire quickly to fill a gap. The right candidate will bring long-term benefits that outweigh the challenges of working short-staffed in the interim.
Prepare for Retention Challenges: Recognize that turnover is an ongoing challenge, and build strategies to address it, including regular check-ins, development opportunities, and fostering a positive work environment.
The Payoff of Patience
Hiring isn’t just about filling a role; it’s about strengthening the foundation of your organization. Rushed decisions may solve today’s problems but create tomorrow’s headaches. Taking the time to find the right candidate, even when it means operating short-staffed temporarily, sets the stage for long-term success.
By maintaining high standards during the hiring process and addressing values, expectations, and alignment up front, you can build a team that not only meets the immediate needs of the business but contributes to its growth and stability for years to come. After all, the long game in hiring is about building a workforce that drives sustained success—not just putting out fires.
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