Is your compensation competitive? For many workers, it’s considerably less expensive to stay home with your kids instead of paying for childcare (if you can even secure a coveted child care spot).

Have you checked the market lately to ensure your wages are still viable? Can those workers, whom you’re trying to attract, afford to work for you? And are you willing to subsidize the high cost of childcare?

Many people have experienced what it’s like to work from home and have been successfully doing so. They want the flexibility to do so in the future, yet many employers are saying, “It’s my way or the highway.”

More and more workers are choosing the highway. Can you afford to stand your ground while positions go unstaffed? How much are you willing to lose in terms of revenue? How will these unfilled positions impact your reputation?

Your online application process is tortuous. Most were built for applicants applying from their computers, which is a problem when you consider that 61% of all job applications were submitted last year using mobile devices.

Now imagine what happens when a candidate is required to type in their entire résumé to be considered. If it takes more than 10 minutes to apply, many candidates won’t even bother.

Qualified candidates can’t get through your applicant tracking systems. Their résumés seem to go into a dark hole, never to be found.

Try applying for a position with your organization and see if you can get hired!

Job seekers are looking for better benefits. Stories about awesome perks are in the headlines daily, making many people question why they should forego an opportunity to get in on the goods.

They’re flocking to those organizations that are offering a pot of gold while your talent pipeline remains dry.

Speaking of benefits, job seekers are looking for healthcare benefits—and reliable versions. The pandemic has shown people that we’re all vulnerable. Anyone can get sick at any time.

While it may not have been traditional for organizations in your industry to offer such benefits, you soon may not have a choice; that is, if you need staff to produce your products or serve your customers.

Money matters. The people who say it doesn’t have money. Job seekers want to be fairly compensated for the work they do.

You may be able to snag some talent with lowball offers, but for how long? These people will be ripe for the plucking and will depart the moment they receive a better offer.

Job descriptions(JDs) with overinflated job requirements will remain unfilled or will continually turn over. Candidates who are well-suited for these jobs, yet don’t perfectly match your long list of qualifications, won’t give your job postings more than a glance.

Think about it. Is it essential to have a college degree to fulfill the duties of a receptionist or a customer support rep? I think we both know the answer to this question.

Many job applicants will remove themselves from consideration if the entire hiring process is long and drawn out.

Some will be quickly snapped up by organizations that hire more swiftly, and others will refuse to work somewhere solely based on the applicant experience.

Less “desirable” candidates can’t get a second look. I’m not talking about people who have served prison sentences for robbing a bank. I’m referring to mature workers, people with disabilities and military veterans.

Consider looking for talent where others aren’t digging. Be willing to dig a little deeper, and you’ll find some real gems out there.