Most Common Recruitment Challenges and How to Tackle Them

Shefali Vasave | August 27, 2021 | 364 views

Recruiters have the best vantage point to an organization’s talent pool. From identifying requirements to sourcing candidates, there is a lot that you as a recruiter have on your plate. With so many responsibilities and evolving workplace scenarios, recruitment challenges have drastically increased. The workplace ecosystem is becoming complex every day as the world learns to work amid a raging pandemic.  As people work and live in isolation, recruitment processes need to keep up with the need to maintain high levels of accountability and productivity.

The Pandemic and a New Hiring Landscape

In the light of the pandemic, organizations went from providing a uniform working environment at the office to navigating the intricacies of employees working from home. At home, employees work in an environment that is as unique as every individual. Covid-19 and its aftermath have driven employers to find new ways to counter the added complexity of the recruitment problems. For example, how were you identifying, sourcing, and retaining talent before the pandemic? And now, how do you do it remotely? This has emerged as one of the many unforeseen complexities in 2020.

The Most Common Recruitment Challenges Today

Here are the most common recruitment challenges faced by recruiters today and how to best tackle them.    

Reaching the right set of job seekers

Finding the right talent has always been one of the most significant problems on recruiters' radar everywhere. However, identifying the ins and outs of a job position is only half the battle won. How do you reach the right talent pool and engage them in a meaningful way to ensure they successfully fulfill the requirements? Passive candidates, unmotivated job descriptions, using the wrong mediums, and even reaching the wrong candidates create a hurdle and waste resources when hiring.

Expediting the hiring process

It is no secret that a quick and smooth hiring process saves money while vacant positions cost organizations daily. To make this as optimum as possible on your end, refer to the top 10 screening mistakes by recruiters to avoid delays. The position and the industry you are hiring for may add to the long and grueling recruiting process. Sometimes hiring teams have a difference of opinions leading to candidates becoming unavailable or getting hired elsewhere.

Ensuring a smooth interview experience

According to a study by the IBM Smarter Workforce Institute, about 80% of job applicants who do not receive an offer are likely to reapply if the hiring organization left a positive impression on them. The opposite means losing out on potential candidates that refuse to accept an offer. Providing candidates a smooth interview experience can influence talent pools exponentially. Recognizing bumps and challenges in the recruitment process faced by applicants and refining it will require you to take a deep look within and encourage applicants to provide feedback. 

Outdoing other employers and recruiters

Hiring can be as competitive as getting hired. With the many challenges you face and the struggle to not only hire but retain good candidates, you can rest assured your competitors face a similar set of problems. Good candidates with the right skill sets and experience can be far and few in between. They are also likely to be considering several offers from a range of employers. Therefore, you will need to fine-tune your process and optimize your recruitment strategy to stand out from your competitors.

Effective Ways to Tackle Recruiting Challenges

Challenges with the recruitment process don’t have to stop you from transforming the way you hire. A holistic approach to your whole process, from identifying skill gaps in the organization to overhauling the benefits package to quality training, can immensely influence your bottom line and position you as a coveted employer.

Thoughtful job requirement and profiling

Engaging job descriptions can attract well-matched candidates in one go instead of getting thousands of generic applications. It starts with identifying the gaps, speaking to different teams and stakeholders about what is needed, and drafting a well-thought list of job requirements. This way you can draft a job description that is precise, accurate, and that communicates to the candidates that are a perfect match.

Multichannel recruitment strategy

Quantity does not mean quality, but sometimes it can be the gateway to finding certified and qualified candidates. Crafting a multichannel recruitment strategy can help you target qualified candidates. First, enable a streamlined process by drafting a detailed and thoughtful job description that addresses significant aspects of the job profile. Then, to reach your target talent, adopt multichannel outreach that covers all the major platforms and job-seeking avenues that your particular candidates frequent. Other efficient talent sourcing strategies include automating the process and building a talent network.

Dedicated career section and branding

You already have a customer brand, and now it is time to focus on building an employer brand that effectively does the job of attracting a vast pool of candidates. The first step to this is dedicating a section of your website to careers in your organization. Then, prominently display your work culture, it’s values and mission. Showcasing the day-to-day of what it’s like to work in your organization will help potential employees visualize being a part of the team. This will also help create a powerful employer brand that thrives on collaboration.

Short yet engaging candidate surveys

According to the same study conducted by the IBM Smarter Workforce, 62% of candidates satisfied with the interview experience are likely to recommend the organization to their peers. Furthermore, about 38% are more likely to accept the offer. This makes it clear that candidate experience has a significant impact on hiring. The key to improving it is encouraging candidates to provide feedback with short and specific surveys. In addition, you will want to be receptive to finding not-so-favorable insights and valuable recruitment data and metrics that could give you an edge while hiring.

Shaping a Holistic Hiring Approach

The hiring process can be long and grueling. Still, with the right approach and awareness of the challenges recruiters face on-ground, you can transform how you attract and retain quality talent. The pandemic has created new challenges as well as hidden opportunities. Empower your organization with a recruitment marketing solution to make the most of these opportunities and enable a goal-oriented hiring approach from the start to the end. 

Frequently Asked Questions

How do you successfully hire candidates who are the right fit?

Craft a precise job description and select your advertising channels carefully. In addition, you may want to study the job hunting behaviors of your target talent and emulate the journey by meeting them where they are most active.

How do you enable a collaborative recruitment process?

Recruitment involves extensive teamwork. Where there are teams, there are bound to be communication gaps. Integrated technology can help you bring the different teams and stakeholders of the hiring process together.

What are the best technologies to ensure smooth and hassle-free hiring?

A recruitment software, combined with a CRM, application tracking systems, and streamlined communication platform, can help you eliminate bottlenecks and make the process fast and seamless.

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Reavan HR Solutions

Reavan Human Resources Solutions is engaged in the business of identifying and recruiting qualified personnel for a variety of technical and non-technical disciplines at both the management and staff levels. Over 45 Years of experience help make Reavan a successful visionary firm in the recruiting industry. We have expanded from a single market over a decade ago to become a full service leader in the technical and professional recruiting field.

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