Introduction
Finding the right people has never been easy, but right now? It feels nearly impossible. Employers across industries are scrambling to fill roles, candidates are weighing more than just salaries, and businesses are feeling the pinch of empty seats. According to the Bureau of Labor Statistics, job openings sat at 7.2 million in July 2025, yet only 5.3 million hires were made. That’s a serious mismatch.
So, what’s really going on here? Why are hiring struggles hitting such an all-time high? And more importantly, what can be done to fix them?
Let’s break it down.
The Hiring Problem: More Than a Numbers Game
A Labor Shortage That Won’t Go Away
One of the biggest culprits is the ongoing labor shortage. The OECD projects that the working-age population could shrink by up to 20% by 2050 in some countries. Add to that a surge in permanent migration (6.5 million in 2023, up 28% from 2019), and you get a messy labor supply picture. More jobs, fewer people—it’s simple math, but the implications are massive.
The Skills Gap Is Getting Wider
Even when candidates are available, they don’t always have the skills employers need. The World Economic Forum reports that 63% of employers identify skills gaps as their top hiring challenge. And it’s not just about technical know-how. Employers are also looking for adaptability, problem-solving, and digital literacy—skills that can’t be picked up overnight.
By 2030, nearly 39% of workers are expected to face “skill instability.” That means jobs will evolve faster than people can retrain. Employers can’t keep waiting for the perfect candidate—they’ll need to start building them.
Shifting Worker Expectations
Workers today want more than a paycheck. They’re looking for balance, flexibility, and purpose. The ManpowerGroup Global Talent Shortage report found that 74% of employers report difficulty finding talent, with flexibility ranking among the top strategies to attract and retain employees. In other words, it’s not just about who you hire—it’s about how you keep them engaged.
Small Businesses Are Feeling It Hardest
According to the NFIB Small Business Jobs Report, 32% of owners had job openings they couldn’t fill as of August 2025. In industries like construction, nearly half of positions went unfilled. That kind of pressure hits small businesses especially hard, since they often can’t compete with larger companies offering bigger salaries or benefits packages.
Why Hiring Feels Broken Right Now
Too Many Options, Too Few Matches
Think about it: with millions of job openings, workers technically have choices. But not all jobs align with what people want—or need. A nurse may be in demand, but if the hours are punishing and the pay isn’t worth it, those openings remain vacant.
The Quit Rate Signals Restlessness
In July 2025, 3.2 million people quit their jobs, according to BLS data. That’s 2% of the workforce voluntarily walking away. People aren’t afraid to leave anymore, which creates a constant churn. Employers are stuck playing catch-up.
Employers Aren’t Keeping Up
Yes, wages are rising in many sectors. But a higher paycheck isn’t the only answer. Workers are asking for more flexibility, better schedules, and training opportunities. When those aren’t offered, even generous salaries won’t seal the deal.
Fixing Hiring Struggles: Practical Solutions
If the problem is multi-layered, the solutions need to be too. Here’s where businesses can start.
Offer Flexibility That Works
It’s no secret—workers want flexibility. That doesn’t just mean remote work (though that’s part of it). It could mean:
- Flexible shifts for hourly workers
- Hybrid schedules
- Compressed workweeks
- Job sharing
According to ManpowerGroup, 22% of employers are already using schedule flexibility as a key strategy. It’s time more companies followed suit.
Rethink Benefits
Health insurance and retirement plans are basics. But what about mental health support, childcare stipends, or tuition reimbursement? These benefits not only attract talent but also keep people around longer. Workers who feel supported in their personal lives are more likely to stay engaged on the job.
Invest in Training and Upskilling
Here’s the truth: waiting for the “perfect” candidate isn’t realistic anymore. Businesses need to build the skills they want to see. Upskilling programs, mentorship opportunities, and partnerships with local schools can make a big difference.
In fact, 28% of employers surveyed by ManpowerGroup are already making upskilling a priority. This doesn’t just close the skills gap—it builds loyalty.
Pay Fairly (and Transparently)
Wages still matter. People want to feel valued, and pay is a big part of that equation. But it’s not just about offering “more.” Transparency matters too. Job seekers want to know upfront what a role pays and whether raises are realistic down the road.
Small Business Strategies
Smaller employers might not be able to outbid corporate giants, but they can:
- Offer more personal work environments
- Provide flexible arrangements big companies struggle to manage
- Highlight career growth opportunities that don’t get lost in bureaucracy
For a deeper dive into effective approaches, fixing hiring struggles offers actionable strategies for both small and large organizations.
A Glimpse Ahead: Jobs of the Future
It’s not all doom and gloom. The World Economic Forum estimates that between 2025 and 2030, the economy will add 170 million new jobs, even as 92 million are displaced. That’s a net positive. The challenge lies in preparing workers to make those shifts.
With nearly 40% of workers expected to face skill instability, retraining will be the backbone of resilience. Employers who embrace continuous learning won’t just fill roles faster—they’ll create a workforce that grows with them.
Conclusion
Hiring struggles aren’t happening by accident. They’re the result of shrinking labor pools, widening skills gaps, and evolving worker expectations. But here’s the good news: these challenges are solvable.
Businesses that rethink benefits, embrace flexibility, and commit to training will find themselves ahead of the curve. Small businesses that play to their strengths—like personalization and adaptability—can compete with bigger players. And workers, too, will benefit from jobs that feel not just doable, but meaningful.
The future of hiring isn’t about quick fixes. It’s about reimagining how work fits into people’s lives. And those willing to adapt will discover that filling roles doesn’t have to feel impossible after all.