In the past few years, the number of jobs nationwide has steadily increased, with 3.1 million jobs added in 2023. Unfortunately, the United States does not have the workforce to fill those jobs. As of November 2024, there was a deficit of 1.2 million workers. This workforce shortage can make hiring more challenging.

During this time of fewer applicants, some have said if the applicant “fogs the mirror,” the person should be hired. But would a leader purchase equipment for their department with no investment and research? Hiring a team member is a significant decision that requires time and energy. Leaders might feel the pressure for a quick fix, but it is important to remember the potential impact on the team and customers. It is crucial to uphold your hiring qualifications and maintain standards for entry into your organization.

Being a member of your organization is an honor and a privilege, and not all candidates earn that privilege. Remember, one bad apple can spoil the bunch, and we are all responsible for maintaining the culture and quality of our team. Every new hire influences the culture of your team. If their values are not aligned, all team members will feel the impact, especially our high-performing employees. We must be mindful of this when making hiring decisions.

Review your interview process and be willing to invest the time and resources for your interviewing team members. Boosting your interview skills will help you find the best applicant matches for your organization. When done effectively, hiring managers can assess not only whether an applicant’s skills, experience, values and attitude meet the requirements but whether an applicant would fit in with the culture.

While ensuring you are hiring qualified candidates, it is more important than ever to put aside any biases and assumptions. Wait to write off an applicant. Do not allow first impressions to make your decision. Sometimes, it takes candidates time to get in their stride for the interview. Making a knee-jerk reaction might result in losing out on qualified individuals.

In a tight labor market, an applicant’s attitude can be more important than their skills and experience. You can train someone with a good attitude and a willingness to learn. If specialized training is necessary, investing in your employees by funding their education can be a powerful strategy for both recruitment and retention. If the employee feels valued, they might commit to staying for an agreed period following their education.

As an interviewer, remember you are a salesman of your organization. Even if you are not interested in the candidate, you must protect the reputation and brand of your organization and complete the full interview. One of the goals of interviewing should be that candidates leave feeling good about your organization regardless of whether they are hired. Word-of-mouth advertising about your organization and culture is invaluable. Your organization is likely to receive more applicants if the word on the street is positive.

In today’s competitive labor market, hiring the right candidates is both a challenge and an opportunity. While the pressure to fill open positions quickly might be intense, maintaining high standards and a thoughtful approach to hiring is essential for preserving your organization’s culture, team morale and overall performance. By prioritizing alignment in values, investing in training and fostering a positive candidate experience, leaders can build a workforce that not only meets immediate needs but also supports long-term success. Hiring is more than filling a vacancy — it is about shaping the future of your organization, one person at a time.

Waldbillig has more than 30 years experience in human resources in multiple industries, including 28 years in health care. She is responsible for the employee experience of a team of 400 at Stonehill Communities.