10 Key Challenges in Talent Acquisition Today

Why is it getting harder to hire despite record investment in recruitment tech?

Because the complexity of the market has outpaced the strategy of the boardroom. Companies are drowning in hiring data but starving for talent.

According to SHRM, the global average time-to-hire has increased to 44 days, up significantly from 31 days in 2023.

Securing top talent is now a race of precision: finding the right fit, fast, and under total alignment with business goals.

We’ve identified 10 core challenges currently troubling talent acquisition departments, along with the shifts required to overcome them.

Table of Contents:

• Talent shortage

• Changing candidate expectations

• Diversity, equity, and inclusion

• Digital transformation

• Employer branding

• Remote work and hybrid models

• Skills gap

• Evolving recruitment techniques

• Candidate experience

• Data-driven decision making

• FAQ

Talent Acquisition Challenges and Solutions

From shifting candidate behavior to outdated internal systems, let's explore the ten most critical roadblocks hiring teams face in 2026, and recruitment solutions for them.

1. Talent shortage

The competition for skilled candidates is intense, and certain industries or roles may face a shortage of qualified talent, making it more difficult to find suitable candidates. For instance, cybersecurity recruitment is facing a serious crisis. There’s currently a shortage of 4 million professionals, and by 2030, that gap could exceed 85 million.

On the other hand, engineering recruitment in the past year was defined by contradictions and soaring pay gaps, with AI-skilled engineers earning up to eight times more than their non-AI peers.

To combat talent scarcity, companies must broaden their search and consider candidates with transferable skills who can be trained for specific roles.

Investing in training, talent programs and partnerships with educational institutions can also help mitigate this challenge. Furthermore, engaging in global talent searches, activating passive candidates, and offering remote working options can widen the pool of available candidates, making it easier to find those with the right skills.

Read more about Talent Management.

2. Changing candidate expectations

One of the most noticeable challenges faced by recruiters is that candidates today have higher expectations when it comes to opportunities and job offers. They seek not only competitive compensation but also opportunities for growth, work-life balance, flexible work arrangements, and a positive company culture.

Organizations should regularly review their approach to talent acquisition and update their benefits and policies to align with these evolving expectations, ensuring they remain attractive to potential hires. Additionally, fostering a culture of continuous feedback and development can help meet candidates' desire for personal and professional growth.

Wondering why candidates are turning down job offers?

Discover the key reasons behind rejected offers and how to prevent them: Why Job Candidates Are Saying No.

3. Diversity, equity, and inclusion

Building diverse, equal, and inclusive teams is a priority for many organizations. However, achieving DEI goals and creating an inclusive hiring process can be challenging and requires proactive efforts in recruiting talent.

This includes implementing unbiased recruitment practices and actively seeking candidates from various backgrounds to create a workforce that reflects the diversity of the market. Regular DEI training for staff and leadership can also reinforce the importance of DEI initiatives, ensuring they are ingrained in the company culture.

4. Digital transformation

Technology is reshaping the recruiting landscape. Companies need to adapt to new digital tools and strategies to attract candidates effectively, including leveraging social media, AI-powered recruitment platforms, and data analytics.

Important note: It’s essential to balance the promise of AI with its true cost. In many cases, AI talent sourcing ends up costing far more than initially projected, sometimes up to 3 times the initial estimate when using an off-the-shelf solution. Developing an in-house platform is an even bigger commitment, often exceeding €300,000 annually for mid-sized organizations, plus 6–9 months of development before it can support scalable hiring outcomes.

Staying well-informed of technological advancements and training recruitment teams to utilize these artificial intelligence tools effectively is key to overcoming talent acquisition challenges in HRM. Moreover, adopting a mobile-first approach in recruitment marketing can capitalize on the increasing use of smartphones in job searches and applications.

5. Employer branding

Establishing a strong employer brand is crucial for attracting top talent. Companies that effectively communicate their mission, values, and culture differentiate themselves from competitors, improve employee retention, and appeal to potential candidates.

People review their potential employers. Regularly showcasing company achievements, employee testimonials, and workplace culture through various media channels can significantly enhance employer branding efforts. Engaging current employees as brand ambassadors on social media can also amplify the reach and authenticity of your employer branding efforts

6. Remote work and hybrid models

The COVID-19 pandemic has accelerated the adoption of remote work and hybrid work models. The recruitment challenge lies in talent acquisition teams adapting their strategies to attract and onboard remote workers effectively. This includes refining remote interview processes, virtual onboarding programs, and ensuring consistent communication to engage with a geographically dispersed talent pool.

Additionally, providing resources for remote employees to set up a productive home office can boost employee engagement and further attract candidates looking for flexible work environments.

"One of the biggest hiring challenges we currently face is attracting candidates for fixed-term positions, especially when relocation is required. There has been a significant shift in candidate expectations: remote and flexible work arrangements are a clear preference, and many are more selective about roles that require on-site work or relocation.

To assess whether candidates are truly a good fit, we take a holistic approach: beyond evaluating technical and professional qualifications, we place strong emphasis on understanding their motivation, adaptability, and alignment."

Milica Lapcevic, Talent Acquisition Partner at Serendi

Find out more about recruiting across regions and industries:

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• Recruitment Process Outsourcing Netherlands

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• Recruiting Tech Talent: 5 Talent Streams in Europe’s IT, and How to Leverage Them

• Hiring Paradox in Advanced Manufacturing - Why Generic Recruitment Strategies Fail

• How the Right Logistics Recruitment Solutions Address High Turnover, Seasonal Scaling, and Cost Challenges

• Finance, Crypto, and Fintech Recruitment: Solving the Talent Equation

• IT Specialists Recruitment: the definitive challenge

7. Skills gap

69% of organizations report they are still struggling to fill roles, a difficulty level that matches a 10-year high. The rapid pace of technological advancements often results in a skills gap, where the key skills needed for certain roles evolve more quickly than the available talent pool.

Bridging this gap requires upskilling, reskilling, and investing in training programs. Organizations that collaborate with educational institutions are in a better position to shape curricula that meet industry needs, ensuring a future workforce that is well-prepared.

Another option, quite interesting for overcoming internal challenges in talent acquisition and retention, is partnering with online learning platforms to provide accessible training options that can also help in quickly upskilling employees in relevant areas.

8. Evolving recruitment techniques

This is one of the most common challenges of a recruiter. Namely, traditional recruitment methods may no longer be sufficient. Companies need to stay updated on emerging talent acquisition trends and utilize innovative techniques such as gamification, virtual reality, and video job interviews to engage candidates effectively.

Experimenting with these new methods not only enhances the recruitment process but also positions the company as an innovative leader in talent acquisition. Incorporating elements of storytelling in the recruitment process can also make job positions more appealing and relatable to a potential employee.

Read more about The True ROI of RPO: How Outsourcing Recruitment Saves Money and Time.

9. Candidate experience

Recruitment statistics show that poor candidate experience (lengthy interview processes, lack of communication, etc) can drive away potential employees. Providing a positive and seamless experience for candidates throughout the recruitment process is essential.

Since 2020, employer ghosting has more than doubled, and candidate ghosting has jumped dramatically, from 37% in 2019 to 62% in 2024. This trend goes beyond poor communication and signals a structural change in the employer–candidate relationship.

"During periods of organizational change, frequent turnover within hiring teams can lead to inconsistent decision-making. Lacking full context, interviewers often default to instinct rather than evidence, rejecting candidates without a clear explanation.

More often than not, the underlying concern is ‘team fit’—a difficult assessment to make, especially when the interviewer is new to the team themselves. This creates unnecessary frustration for both employers and candidates."

Milana Stamenkovic, Talent Acquisition Partner & SME Service Delivery.

Companies that streamline their application and interview process, have effective communication, and provide timely feedback to enhance the candidate experience will get high candidate NPS and always be one step ahead in tackling challenges in hiring.

One of the ways this can be achieved is by regularly reviewing and simplifying application procedures and maintaining open lines of communication with candidates throughout the recruiting process.

10. Data-driven decision making

Leveraging data and analytics in TA can provide valuable insights into recruitment strategies, candidate preferences, and hiring outcomes. However, many organizations struggle with effectively utilizing data to drive decision-making in the hiring process.

Investing in the right analytics tools (artificial intelligence, for instance) and training staff in technical skills connected to data interpretation can significantly improve recruitment outcomes and strategic planning. Periodically revisiting and revising data metrics to align with evolving business goals can ensure that the talent acquisition strategy remains relevant and effective.

Since the landscape of Talent Acquisition is ever-changing, staying ahead of these recruitment challenges is crucial for your business's success. They highlight the importance of staying proactive, adaptable, and innovative in TA. Whether you're grappling with the skills gap, evolving candidate expectations, or needing a stronger employer brand, our team is here to help.

By employing a comprehensive approach that combines technology, DEI initiatives, and a focus on candidate experience, we can help you overcome the hiring challenges that slow you down and attract high-quality talent.

Challenges in Talent Acquisition: Conclusion

We have covered most of today's recruitment problems and solutions. But with constant shifts in candidate expectations, market dynamics, and technology, even the most effective recruitment strategy can become outdated quickly.

The best way to stay competitive is to stay proactive - engaging with your talent communities and pipelines, listening to feedback, and adapting fast. For organizations that want to future-proof their hiring, working with a trusted Recruitment Process Outsourcing partner like Serendi can make all the difference.

The benefits of recruitment process outsourcing are:

We streamline the process of hiring talent by giving you control, customization, and a performance-driven approach through our flexible RPO models. That translates into up to 40% faster hiring cycles, a reduction in recruitment costs of up to 50%, and better-fit candidates that lead to 30% lower employee turnover.

You’ve seen the challenges. Now it’s time to solve them.

Partner with Serendi to streamline hiring and stay ahead of the competition.

About the author

Claus-Peter Sommer heads the Serendi Group as CEO. He has gathered 20 years of experience in the recruitment business and more than 15 years in RPO services for multinational companies, in global and regional projects.

Operational Insights provided by:

Milica Lapcevic, Talent Acquisition Partner at Serendi

Milana Stamenkovic, Talent Acquisition Partner & SME Service Delivery.

Talent Acquisition Challenges: Frequently Asked Questions