The Difference Between Available Talent and Suitable Talent

One of the biggest challenges leaders face when hiring is the assumption that a large number of applicants guarantees a good hire. It seems logical: if many people apply, surely one will fit the role perfectly. Yet, many business owners and managers find themselves stuck with a pile of CVs, a schedule full of interviews, and still no one who feels like the right match. This situation often leads to frustration and questions about whether there is a talent shortage or if recruitment efforts are failing.

The reality is simpler. There is a clear difference between available talent—those who apply or are reachable—and suitable talent—those who truly meet the specific needs of your business. Understanding this difference can transform how you approach hiring and improve your chances of finding the right person.

Why Having Many Applicants Can Be Misleading

Most recruitment efforts focus on easily measurable activities:

• Number of applications received

• Number of CVs reviewed

• Number of interviews conducted

• Number of recruitment agencies contacted

• Number of outreach messages sent

  
  

These numbers create a sense of progress. Yet, none of these metrics reveal whether candidates have the skills, experience, and mindset to solve the unique challenges your business faces.

For example, a small engineering firm in Bristol might get 50 applications for a sales role. A manufacturing company in Somerset might receive 30 applications for an operations manager. A software startup in South Gloucestershire could attract hundreds of applicants for a project coordinator position. Despite these numbers, the right candidate might still be missing.

The key question is not how many people apply, but whether the pool contains people who can deliver what your business needs.

What Makes Talent Suitable for Your Business?

Suitable talent fits your business in several ways:

• Skills and experience that match the role’s requirements

• Cultural fit with your company’s values and working style

• Problem-solving ability specific to your industry or challenges

• Growth potential aligned with your business goals

  
  

For example, a sales candidate with a strong background in retail might not succeed in a technical engineering sales role. Similarly, a project coordinator used to large corporate environments might struggle in a fast-moving startup culture.

Understanding these factors helps you focus on quality, not quantity.

How to Identify Suitable Talent More Effectively

To bridge the gap between available and suitable talent, consider these practical steps:

1. Define the Role Clearly

Write a detailed job description that goes beyond tasks and responsibilities. Include:

• Specific skills and experience needed

• Examples of challenges the candidate will face

• The company culture and values

• Success criteria for the role

  
  

This clarity helps attract candidates who see themselves in the role.

2. Use Targeted Sourcing Channels

Instead of casting a wide net, focus on channels where suitable candidates are more likely to be found:

• Industry-specific job boards

• Professional groups and associations

• Employee referrals from trusted team members

• Niche recruitment agencies

  
  

This approach reduces noise and increases the chance of finding the right fit.

3. Screen for Suitability, Not Just Availability

During CV review and interviews, look for evidence of:

• Relevant achievements and problem-solving examples

• Adaptability to your business environment

• Alignment with your company’s mission and values

  
  

Ask scenario-based questions that reveal how candidates handle real challenges.

4. Involve Your Team

Get input from team members who will work closely with the new hire. Their perspective can highlight cultural fit and practical skills that might not be obvious on paper.

Common Pitfalls That Confuse Availability with Suitability

Many businesses fall into traps that blur the line between available and suitable talent:

• Relying on volume over quality: Hiring managers may feel pressured to fill roles quickly and focus on the number of applicants rather than their fit.

• Ignoring cultural fit: Candidates with perfect skills but poor alignment with company values often fail to thrive.

• Overlooking soft skills: Communication, teamwork, and adaptability are critical but often undervalued.

• Using generic job descriptions: Vague or overly broad descriptions attract unsuitable candidates.

  
  

Avoiding these pitfalls requires a deliberate and thoughtful recruitment process.

Real-World Example: How a Manufacturing Company Improved Hiring

A mid-sized manufacturing firm in Somerset struggled to fill an operations manager role. They received 30 applications but none seemed right. After reviewing their approach, they:

• Revised the job description to highlight specific operational challenges and company culture

• Targeted industry-specific job boards and professional networks

• Introduced scenario-based interview questions focusing on problem-solving

• Involved the production team in the interview process

  
  

Within six weeks, they hired a candidate who not only had the right skills but also fit well with the team. This hire improved operational efficiency and reduced staff turnover.

What This Means for Your Business

Recognizing the difference between available and suitable talent changes recruitment from a numbers game to a strategic process. It means:

• Spending time upfront to understand what your business truly needs

• Focusing on attracting and identifying candidates who meet those needs

• Using interviews and assessments to evaluate fit beyond the CV

• Engaging your team to make better hiring decisions

  
  

This approach reduces wasted effort, shortens time to hire, and increases the chances of long-term success.