Companies Say ‘We Can’t Find Talent’ But They're Looking in the Wrong Places

Most companies aren’t suffering from a talent shortage.

They’re suffering from a strategy shortage.

It’s a familiar setting:

“Applicants don’t meet the criteria.”

“No one’s applying to our jobs.”

“There’s just no talent in the market anymore.”

At Black Pearl, we hear these concerns daily. But what we’ve consistently observed is this:

The talent exists, but many companies are searching in the wrong places, using the wrong methods, and expecting the same old approaches to deliver new results.

The Problem Isn’t Talent. It’s Targeting.

If your hiring strategy still revolves around:

• Posting standard job ads with generic descriptions
• Screening only candidates with industry-specific experience
• Relying on outdated shortlists or internal referrals
• Expecting top talent to come to you, without proactive outreach

Then it’s no surprise that your roles remain unfilled — or filled with compromises.

These tactics worked in the past. But in today’s talent market, they limit your visibility, diversity, and competitive edge.

Where Great Talent Actually Is

Here’s what forward-thinking companies are doing differently:

1. Considering career shifters and cross-functional profiles Exceptional talent often sits just outside your standard “must-have” checklist.
2. Sourcing from under-engaged or overlooked talent pools This includes women re-entering the workforce, high-performing freelancers, and underrepresented nationalities.
3. Tapping into passive candidates the best candidates aren’t actively applying, but they’re open to the right opportunity. Reaching them requires a tailored, relationship-driven approach.
4. Engaging international professionals willing to relocate Especially in the GCC and high-demand sectors, employers are finding world-class talent beyond borders, if they’re open to it.
5. Investing in employer reputation Great candidates do their research. If your online presence is silent, outdated, or unclear, you’re not even in the consideration set.

What Top Employers Do Differently

Clients who consistently win top talent typically:

• Hire based on potential, not just keywords or titles
• Adapt their hiring models for speed and flexibility
• Prioritize strategic recruitment partnerships
• Break free from rigid job criteria when the right person emerges
• Recognize that a proactive, data-driven approach is no longer optional

If you're not finding great talent, it may be time to ask: Are we looking in the right places, with the right mindset? Or are we relying on methods designed for a job market that no longer exists?

Talent hasn’t disappeared. But it has evolved, and it’s waiting to be found by companies willing to evolve with it.

Let’s continue the conversation. Where are you currently finding (or missing) top candidates? What sourcing channels are proving most effective, or disappointing?

We’re always open to share insights, and challenge conventional thinking.