Recruiting top talent for core corporate roles is becoming increasingly difficult. According to a recent report by global employment expert Remote, 73% of hiring leaders say they have lost employees to companies offering greater flexibility. This statistic highlights a growing challenge for businesses: how to attract and retain skilled employees in a competitive market.
The report surveyed over 4,000 business and HR leaders responsible for recruitment, revealing that over 40% of office-based businesses struggle to find candidates with the right skills. With 98% of respondents confirming that flexibility is a key factor for candidates considering job offers, the importance of adapting workplace policies to meet evolving expectations has never been clearer.
The Most Difficult Roles to Fill
Remote’s Recruiting Report analysed talent intelligence data across 34 countries, identifying the corporate roles that are proving the most difficult to hire. The findings showed that finance managers ranked as the hardest-to-hire role, with a difficulty score of 8 out of 10. Other challenging positions include software engineers and AI engineers, both with a score of 7, reflecting the increasing demand for technology-based skills.
Additionally, data analysts, customer assistants, recruiters, sales assistants, and data managers all ranked with a difficulty-to-hire score of 6 out of 10. These roles span critical business functions, from financial oversight and technological innovation to customer engagement and revenue generation.
Why Are These Roles So Hard to Fill?
Several key factors contribute to these hiring challenges:
- A Widening Skills Gap – Hiring managers are struggling to find local talent with the specialized skills required for expert knowledge-based roles. A significant 38% of hiring managers cite finding candidates with the right skills as their biggest challenge, and 65% report an increase in underqualified candidates.
- Demand for Flexibility – The expectation for remote and hybrid work options continues to shape candidate decisions. The report found that 41% of office-based businesses struggle to attract candidates compared to just 31% of remote businesses. Furthermore, 84% of respondents observed a growing demand for flexible work arrangements.
- Limited Talent Pool – Businesses that restrict their search to local candidates may find themselves at a disadvantage. Remote’s research indicates that companies offering remote roles see a higher quality of job candidates (26%) and greater acceptance rates (24%).
The Case for Succession Planning and Employee Engagement
Given these hiring challenges, businesses must take a proactive approach to securing and retaining top talent. Succession planning—identifying and developing employees for future leadership and critical roles—can help mitigate recruitment difficulties and ensure business continuity. Here’s why succession planning and employee engagement should be top priorities:
- Developing Internal Talent: Instead of constantly searching for external hires, businesses should invest in upskilling and career development programs to prepare existing employees for advancement.
- Enhancing Employee Retention: Employees who see clear career progression opportunities are more likely to stay engaged and committed to their roles.
- Reducing Hiring Costs: Promoting from within can be more cost-effective than recruiting externally, as it reduces hiring time and onboarding expenses.
- Strengthening Workforce Resilience: Having a well-prepared internal talent pipeline helps businesses adapt to market shifts and unexpected staff departures.
The Way Forward
In today’s evolving job market, businesses must rethink their recruitment and retention strategies. This means embracing flexible work policies, expanding the talent search beyond local candidates, and implementing robust succession planning. By doing so, organizations can not only attract top talent but also build a resilient, engaged workforce prepared for future challenges.
At HR Caddy, we help businesses develop effective succession plans and employee engagement strategies tailored to their unique needs. Contact us today to learn how we can support your organisation in securing and retaining the best talent in this competitive landscape.
