U.S job openings were at a record high earlier this year in March, suggesting that the decline in number of hires was likely a result of employers struggling to find qualified workers to fill their job openings. While this is the price all employers must pay when unemployment rates are low, it's easy for employers to add fire to the flames by driving away potential job applicants with their suboptimal hiring practices.

With this in mind, here are 6 mistakes employers make that are costing them talent.

1. Failing to highlight perks in job posts

Some employers really put a lot of effort towards accommodating their employees with perks like time off, free stuff, and work-from-home options. Yet sadly, they forget to mention these benefits in their job posts, making it impossible for job seekers to know about all the awesome perks that come with the territory. If you're purposely deciding not to mention these perks in order to avoid all the bad apples who might apply solely because of the benefits they're getting, don't worry about it. That's when you place your trust in your hiring ability and the screening process you've set up.

2. Having an overly lengthy application process

Job searchers know that their chances of getting a response back from any particular job opening they've applied for is quite low. If they ever come across a job opening that they're unsure about applying for, having an overly lengthy application process could be the very thing that discourages them from giving your company a chance.

When designing your company's job posts, I always suggest having a marketer's mindset. See yourself as competing with other similar job openings for applications. If your application process is too tedious or confusing, you're bound to lose out to your competition. This Is why so many companies allow a "quick apply" option to make it easier for those interested to apply with ease. In fact, these companies often incorporate a funnel technique similar to that in marketing. They attract applicants with what appears to be a super easy application process, only to give them the full application later - once applicants are already fully committed and invested in the process.

3. Providing little to no training or onboarding

It's actually smart to strategically hire employees who are able to excel at their jobs on day one without any internal training necessary. However, that doesn't mean you skip the onboarding process too. No matter how skilled your hires may be, they still need to be properly acclimated to how your company goes about handling its day to day operations. The onboarding process also plays a huge role in getting employees to feel at home in their new work environments. Without one, you risk driving away potential hires who feel you aren't giving them the time of day.

4. Not offering meaningful work

Millennials are known as the "purpose over paycheck generation". They are driven by purpose, passion, and impact. In fact, studies such as one done by Lovell Corporation back up these stereotypes. Part of attracting talent requires organizations to have a purpose worth committing to. It's purpose that drives so many people to volunteer at homeless shelters or animal rescue shelters without being paid a dime. To attract talent, companies need a notable cause for job seekers to rally around.

5. Setting unnecessarily high education requirements

Employers who set incredibly high GPA requirements are simply losing out on potential great hires. While one might reason that there has to be some correlation between being a good student and being a good employee, the link is a weak one. The fact is, GPA has always been an unreliable metric, and one that is largely dependent on what classes a student takes as well as the college he or she attends.

6. Not utilizing all your recruitment methods

Expanding your pool of potential hires requires you to also expand your hiring methods. If you're sticking to just online job posts on one particular job search site or just employee referrals, you're obviously not fully utilizing all the hiring options available to you. If you're struggling to fill job openings, sometimes you've got to get more creative with how to go about finding potential hires. Consider using social media to target passive candidates or creating an internship program to identify worthy full-time hires.