Every day, hiring managers are throwing valuable time, energy, and money into platforms like LinkedIn, hoping to find that perfect candidate. But what they’re actually doing is setting themselves up for frustration.
Why?
Because the system is broken. Job boards and networking sites are built on volume, not quality. It’s a numbers game, and the odds aren’t in your favour. With “Easy Apply” and online applications, hiring managers regularly receive 500-1,000 applicants per job.
How is anyone supposed to stand out in those numbers?
It’s time to stop relying on processes that give you more noise than results. If you’re tired of sifting through endless CVs, irrelevant applicants, and still ending up with the wrong hire, this article is for you.
Let’s break down exactly what’s going wrong and, more importantly, get you back on track.
1. Stop Looking for Talent in All the Wrong Places!
Problem:
Most employers are stuck using outdated talent-sourcing channels that flood them with hundreds (sometimes thousands) of irrelevant applications. Platforms like Indeed, Totaljobs and LinkedIn are oversaturated and make it way too easy for candidates to apply for “anything”.
Impact:
Instead of finding strong, qualified candidates, employers end up drowning in applications from job seekers who are just clicking “apply” to anything remotely interesting. The result? Hours wasted reviewing CVs that don’t fit, leading to frustration, lost productivity, and eventually settling for someone who “just seems okay.”
Solution:
Rethink where and how you’re sourcing talent. Platforms that use smart matching—where candidates are filtered based on skills, experience and genuine fit—are key. Instead of sifting through hundreds of CVs, focus on 5,10 or 15 qualified candidates who are actually interested and aligned with your needs.
2. Stop Hiring Based on Gut Feeling
Problem:
Let’s be honest—too many hiring decisions boil down to, “I liked him; he seems like he could be good,” or, “He’s worth a shot.” But here’s the hard truth: most people have no idea what they’re doing when it comes to writing job descriptions, conducting interviews and actually assessing candidates.
Whose decision was it to hire him?
Impact:
Nine times out of ten, these hires don’t work out. Three months in, you either want them gone, or they’re already planning their exit. Either way, it’s a wasted effort, leaving you back where you started—just with a lighter wallet.
Solution:
Get clear on what you actually need this person to do. Look for skills, experience, and fit, using real data to see who they are (not just on paper, but in practice). Smart matching technology like Perspectv can do the heavy lifting, and it’s free to start—so take advantage.
3. Stop Rushing the Decision Just to “Fill the Seat”
Problem:
When you’re short-staffed, everyone’s feeling the heat, and you need someone, like, yesterday.
Impact:
Rushing to fill a role rarely works if you end up with the wrong person. Ironically, the problem you’re scrambling to fix only gets worse. Think about it: in three months, when you’re letting this person go (or they’re quitting), you’ll be right back where you started, but now under even more pressure.
So, why do people rush hiring decisions?
- Immediate pressure to fill gaps—everyone’s stretched thin and needs help now.
- When teams are short-staffed, mistakes happen faster and easier.
- Fear of missing out on good candidates—“If we don’t hire them, someone else will.”
- Feeling overwhelmed by too many candidates and just picking someone to get it over with.
- Believing it’s better to have someone, anyone, than leave the seat empty—big mistake.
4. Stop Doing the Same S#!t Over and Over – Start Learning from Your Hiring Mistakes
Problem:
If you’re hiring for the same role repeatedly or using the same channels but getting the same mediocre results, it’s time for a wake-up call. Too many hiring managers are stuck in a cycle—posting on the same job boards, focusing on the wrong skills, using generic job descriptions and interview scripts. This approach gets you the same results: high turnover, low engagement, wasted time and lost money.
Impact:
Each bad hire drains your resources—costing you on training, onboarding, productivity loss, and the frustration of starting over.
Solution:
Break the cycle with tools like Perspectv. Our advanced hiring technology is designed to solve these exact problems. Perspectv’s smart matching technology connects you directly with candidates who meet your skill, experience and cultural needs, making each hire more intentional and effective.
The question we want hiring managers to ask themselves before signing up to our free platform is – would you rather get 500 pointless CVs or let us find you 5 decent candidates who actually have the skills and experience you need for £35 – plus you only pay for the matches you want to meet.
How it Works
Financial Implications of Poor Hiring Decisions
Let’s get real—every bad hire costs you, and it’s not just a budget hit.
The average cost? Up to £50,000 when you factor in training, salary, productivity loss, and the cost of doing it all over again.
And that’s just the financial side. Bad hires lower team morale, strain client relationships, and chew up your time. Every hiring mistake hurts your bottom line more than you realise.
The Real Cost:
Think about it: recruitment fees, training hours, lost productivity, and the frustration of starting over with a new person.
How many times can you afford to repeat this cycle?
