If your job ad has been running for weeks, the problem isn’t the talent pool. It’s your hiring preparation, your lack of clarity, and your poor follow through.
We’ve all seen the posts: “We can’t find the right person.” Yet the same ads run week after week, sometimes month after month, while leaders insist they’ve reviewed hundreds of applicants with no success.
Let’s be honest: the problem isn’t the talent pool. The problem is the company, the hiring boss or leader, and/or lack of a clear selection system.
Top talent hasn’t disappeared. It’s being overlooked, filtered out, or scared away by hiring practices that haven’t evolved since 2020.
Why Does This Really Happen?
- Lack of objective data. This is the #1 culprit. Too many leaders still trust their “gut” which is just bias wearing a nice suit.
- Lack of clarity. Job descriptions are skimmed, recycled, or written by committee. If you can’t articulate what success really looks like, you can’t hire for it.
- Combining jobs to save money. Wanting someone who is both detail obsessed and a big picture innovator? That’s not a unicorn. That’s a fantasy. And fantasies don’t reduce turnover.
- Not involving the team. Instead of asking the people who actually depend on the right person being hire, leaders guess what the job requires.
- Failure to onboard. If you can’t clearly explain expectations to a candidate and don’t have a 180‑Day Success Plan, you have wishful thinking.
Let’s Get Real in 2026
- Follow a well-designed strategic job‑fit hiring plan. One client had over 100% turnover. They said, after implementing a structured hiring system and holding managers accountable, turnover dropped below ten percent. (SEE Chapter 2, Hire Amazing Employees for guidance to develop a practical system.)
- Use qualified assessments. Valid, reliable honesty‑integrity and job‑fit assessments reveal who the candidate really is not who they pretend to be in an interview. (SEE Chapter 9, Hire Amazing Employees)
- Use a structured interview format. Feelings and intuition derail good decisions. Ask every candidate the same job‑related questions and use the Rule of 3 to dig deeper. (SEE Chapters 4 and 10, Hire Amazing Employees for practical guides to get started. One employment attorney said the questions alone are worth the price of the book.)
- Stop delaying decisions. Strong candidates won’t wait while you “think about it.” If they meet or exceed requirements, complete your due diligence and make the offer. (SEE Chapter 19, Hire Amazing Employees)
- Onboard with intention. Culture, expectations, and weekly follow‑up matter. When top talent leaves, others follow. Onboarding is retention. (SEE Chapter 20, Hire Amazing Employees)
The Truth Leaders Need to Hear
- Companies don’t have a talent shortage—they have a clarity shortage.
- If you’re still hiring the way you did five years ago, you’re already behind.
- Top talent isn’t rejecting you because they’re picky. They’re rejecting you because they can tell you’re not ready for them.
- Hiring is not a scavenger hunt. It’s a strategic discipline.
- If your hiring process depends on luck, you’re not hiring you’re gambling.
If you want to win the talent game in 2026, stop treating hiring as a side job. Top performers can instantly tell whether a company is prepared or improvising. The companies that rise will be the ones willing to do the unglamorous work of preparation and follow‑through. Hiring isn’t luck.
©Jeannette Seibly 2026 All Rights Reserved
Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience guiding leaders and executives to achieve exceptional results. She delivers practical coaching and innovative solutions for hiring, leadership development, and performance success. Successful leaders have coaches—connect with Jeannette to elevate your results and impact in 2026.
Need help discerning what is working and not working in your hiring plan? Contact me for a confidential conversation to ensure you’re ready to hire top talent.