The Results of Our Survey About Recruiting Challenges

The recruiting profession is challenging, and that’s the case even if you’re succeeding as an agency recruiter or search consultant.

And these days, the job market isn’t exactly frothy. It’s not the “good old days” anymore, and in this case, the “good old days” were 2022.

But until the “good old days” return, let’s keep moving full-speed ahead. And let’s also ask recruiters about the challenges they’re currently facing . . . in the form of a survey!

That’s because we recently conducted a survey, gathering insights from recruiters about the most pressing obstacles they face. The results reveal that sourcing qualified candidates, managing client relationships, handling administrative burdens, and dealing with candidate ghosting and counteroffers are among the most significant hurdles.

So let’s break down the key findings from our survey, shall we? And not only will we present the results, but we’ll also offer actionable solutions. Because what’s a challenge without a solution?

Finding Qualified Candidates: The #1 Recruiting Challenge

One of the most striking survey results is that a whopping 61.9% of recruiters cite finding qualified candidates as their biggest day-to-day struggle. The job market remains highly competitive, with certain industries facing extreme talent shortages.

Why is Sourcing Candidates So Difficult?

• Niche skill gaps: 41.0% of recruiters report difficulties attracting candidates with specialized skills, particularly in fields such as technology, healthcare, and engineering.
• Limited access to passive talent: 26.9% say reaching passive job seekers (those who aren’t actively looking for a new job) is a major challenge.
• Competition from other recruiters: 18.7% of respondents say rival agencies make it harder to place candidates before someone else does.

Solutions for Finding Top Talent

1. Expand sourcing channels – Relying solely on job boards isn’t enough. Leverage social media, networking events, referrals, and alumni groups to discover untapped talent.
2. Engage passive candidates – Build long-term relationships with candidates before they need a job. Personalized outreach and regular check-ins make a difference.
3. Utilize AI-powered sourcing tools – Recruitment technology can automate candidate matching, identify skill gaps, and refine outreach efforts, saving time and improving efficiency.
4. Offer value to candidates – The best candidates aren’t always actively looking, but they will engage if offered career growth insights, salary benchmarking, and industry trends.

Administrative Tasks vs. Direct Recruiting: The Time Drain

Recruiters thrive when they can focus on engaging with candidates and clients, but administrative tasks often consume valuable hours.

• 48.5% of recruiters say they spend at least 25% of their time on administrative work.
• 3.7% of recruiters report spending over 50% of their time on tasks unrelated to direct recruiting.

Ways to Reduce Administrative Work

1. Outsource or delegate – Where possible, hire virtual assistants or use AI-driven solutions to handle scheduling and data entry.
2. Prioritize high-impact activities – Recruiters should focus their efforts on relationship-building and strategic sourcing, leaving repetitive tasks to automated solutions.

Candidate Ghosting & Counteroffers: A Recruiter’s Nightmare

Candidate ghosting (when candidates disappear mid-process) remains a serious issue, with:

• 12.7% of recruiters experiencing it frequently
• 64.2% occasionally dealing with ghosting

Meanwhile, counteroffers from a candidate’s current employer are also problematic:

• 48.5% of recruiters say it’s a moderate problem
• 6.7% say it’s a major challenge

How to Reduce Ghosting and Counteroffers

1. Set clear expectations early – Ensure candidates understand the hiring timeline, interview process, and job expectations to reduce uncertainty.
2. Strengthen engagement – Regular check-ins, personalized communication, and transparency can build trust and prevent last-minute dropouts.
3. Educate candidates on counteroffers – Many candidates accept counteroffers but leave within six months anyway. Highlight long-term career benefits of the new opportunity.

Client Management: Communication & Expectation Gaps

Building strong client relationships is just as important as finding candidates. However, many recruiters struggle with:

• 47.0% saying inconsistent communication from clients is their biggest challenge.
• 43.3% citing unrealistic expectations regarding candidate qualifications or hiring timelines.

Tips for Managing Client Relationships

1. Educate clients about market trends – Provide data-backed insights on hiring trends, salary expectations, and available talent pools.
2. Set clear hiring roadmaps – Establish a structured hiring process with agreed-upon deadlines and candidate expectations.
3. Enhance client communication – Weekly updates and real-time feedback loops can prevent misunderstandings and delays.

Market Shifts & Recruiting Competition

The recruiting landscape is shifting due to economic fluctuations and talent shortages:

• 88.8% of recruiters say they are experiencing challenges due to changing market conditions.
• 58.2% feel competition from other recruiters is making it harder to close roles.

Staying Competitive in a Changing Market

1. Develop specialized expertise – Niche recruiters with deep industry knowledge often outperform generalists.
2. Leverage employer branding – Help clients improve their reputation as employers to attract top talent.
3. Adapt to market trends – Stay ahead by monitoring economic shifts, job market reports, and hiring patterns.

Burnout & Stress: An Underlying Issue in Recruiting

Recruiting is a high-pressure profession, and burnout is a real concern:

• 23.1% of recruiters struggle with stress and burnout.
• 41.8% have effective stress-management strategies in place.

How to Manage Stress in Recruiting

1. Prioritize work-life balance – Set boundaries for work hours and take breaks when needed.
2. Build a support network – Connect with mentors, colleagues, and recruiter groups for advice and encouragement.
3. Celebrate small wins – Acknowledging successes, even minor ones, can help maintain motivation and perspective.

Final Thoughts . . .

We’re not even two months into 2025, so it’s too early to tell what kind of year this year is going to be for recruiters and search consultants. But we know one thing for sure—whatever type of year it is, there will be challenges aplenty.

Which is why I encourage you to leverage the resources of TE Network to maximize your recruiting desk and agency so you can generate more revenue. Because, as we have been fond of saying down through the years, “half a loaf is better than no loaf.”

Half a placement fee is better than NO placement fee. And when you have no fees, that’s when things become truly challenging.