Hello everyone, and welcome to another “How to” post! In this blog, we will discuss the recruiting obstacles encountered throughout the hiring process, as well as solutions that have shown to be incredibly effective in recruitment. If you’re ready, grab a snack, and let’s get right into it.
In the modern world, recruiting is a complicated process that gets harder as teams and resources get smaller. The major problem for a new or established business is attracting highly talented and qualified employees. Employers must reconsider their approach to personnel acquisition, retention, engagement, and mobility. According to the iCIMS 2022 Workforce Report, 90% of company executives believe their firm would fail to fulfill its objectives if it didn’t have the necessary people.
The data on Social Talent helps businesses overcome their most pressing recruitment, training, and hiring difficulties that might be challenging, with elusive applicants and ineffective sourcing initiatives.
What are the challenges in recruitment?
HR is all about identifying the right match for a specific role, getting that person excited about working for the company, and retaining him or her. Many businesses are wondering what’s behind the two-year fall in recruiting quality. This might be attributed to many factors, including the expertise and quality of the talent-acquisition teams established to do this crucial task.
Here are a few of the factors responsible for the fall and ways to overcome them.
1 Personnel Shortage: According to a poll conducted by the National Federation of Independent Business, the most pressing employment challenge today is a shortage of qualified candidates. However, if qualified individuals were offered a position with a good employer brand, 92 percent say they’d consider changing careers. But there’s too much noise out there; how can you get through the other 200 recruiters competing for the same person?
Solution: The long-term solution is to establish a strong employer brand. Effective ways to find the best and the brightest include internal and external employee referrals, job postings on your website, scouring social media, posting to job boards, and cooperation with suppliers and recruitment agencies. Branding also assists candidates in making hiring decisions that match the ideals of your firm.
2 Candidates with Multiple Offers: The best candidates have many options, which means they’re picky. They won’t choose to work for a firm with an ineffective recruitment procedure. It’s critical to treat prospects nicely from the start. The most serious issue is that practically all candidates are actively seeking several jobs.
Solution: Being open and kind will help you stand out. When you identify someone promising, you must move immediately so they don’t slip through the gap. If you deal with a recruiter, make sure they’re responsive as well. Make sure you send out offer letters to candidates before the day of the appointment to discourage prospects from negotiating with several companies.
3. Heavy Rise in Competition: With the global talent shortage, employers need to ensure they stand out from the competition. There are a few ways to do this, but it can be expensive and difficult. How heavily an organization might lean on technology to replace, augment, or collaborate with their workforce could influence whether they invest in reskilling.
Solutions: Experts recommend being proactive rather than reactive by maintaining an active pipeline of possible candidates. Employers must also guarantee their workers are appropriately trained to communicate with candidates. Using your present workers’ networks is an efficient approach to accomplish this.
4. Employer Branding is Lacking: The vast majority of job searchers research an employer’s brand before applying for a position. Even if the person is unemployed, 75% of individuals say they’d refuse to work for a corporation with a terrible image. Employers must ensure their company stands out from the competition.
Solutions: You need to tell a compelling story about your company, showcase your company culture, and get candidates excited to join your team. Employers must concentrate on their online presence, such as keeping their website up to date and being active on social media. They must guarantee that their personnel is satisfied and involved in their job.
5. More Candidates Who are Passive: Passive candidates make up 70% of the worldwide workforce, which means they’re not actively hunting for jobs. The good news is that the majority (up to 90%) of these passive applicants are eager to learn about new career prospects. According to the same survey, 87% of candidates—active and passive—are amenable to new chances.
Solutions: Employers must ensure they’re presenting their organization as a fantastic place to work and emphasizing their workers’ tales. They can also employ recruitment marketing strategies like content marketing and social media to reach out to applicants directly. Employers must concentrate on their corporate brand to draw in passive prospects.
6. Very Low Candidate Experience: The process of seeking work is widely despised. Job seeking is one of the most stressful activities in life for 73% of candidates, more stressful than public speaking, completing taxes, or even getting a root canal! 75% of job applicants think about an employer’s reputation before accepting a position. If potential employers have a poor reputation, the candidate won’t accept the position.
Solutions: In 2022, recruitment agencies need to critically assess their recruitment process to ensure no unfavorable elements are in a candidate’s way. Research shows that 72% of candidates that have a bad candidate experience during recruitment spread the word. Recruiters need to encourage brands to show off their culture to create a positive impression on the candidates.
7. Create Talent Pools: In today’s job market, it’s not enough to post a job and hope the right candidates apply. Employers must be proactive in recruiting and building talent pipelines full of qualified candidates. A talent pool is a database of potential employees for your firm. These might be applicants who were previously shortlisted but weren’t chosen.
Solutions: With the ever-changing job market, employers need to be prepared for anything. The best way to achieve this is to remain current on recruitment trends and best practices. Employers can use employee referrals and social media to reach out to passive candidates. They should consider using staffing agencies to help them find the best talent.
By conquering the above recruitment hurdles, you’ll be establishing the high standards your firm needs to remain competitive in today’s market. What has worked for others may not be appropriate for your applicants. You must maintain a careful watch on your company’s uniqueness as well as the industry in which it works.
Thanks so much for reading! While you’re here, check out our careers page to see open positions and apply online. You can also poke around some of our other articles if you’re in a reading mood. We’ll see you next time!
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