Big Recruitment Challenges

Recruitment is a daunting process for it facilitates an influx of skilled, proficient people that are anyway going to be the face of your organization. They are indeed the key drivers to the success of any business organization, they make or break your competency in the business market. So it is going to be relevant to invest your time, money, and efforts in hiring and attracting top-quality talent among a vast pool of candidates.

There is no guaranteed process for successful recruitment as it varies from company to company based on their needs, resources, and job demands. But as a matter of fact, knowing the hurdles and potential problems that might come your way will surely make your worries seem a little less problematic.

Check out our biggest recruitment challenges that recruiters and human resources professionals usually face, along with practice methods and tips to help you overcome them and prepare for a challenging time ahead.

1. A LACK OF A STRONG EMPLOYER BRAND STRATEGY

Employer branding is a useful tool for promoting a business organization or a company among job seekers, employees, and key stakeholders to position your company as the employer of choice. It is your reputation and goodwill as an employer in the job market. According to a LinkedIn survey, 55% of recruiting pioneers worldwide have a proactive influential employer brand strategy. So you must never overlook your brand and try to enhance and define an effective strategy for employer branding. It not only strengthens employee retention but also draws top talent without the need for higher pay.

So how do you get started?

Do not just focus on your company’s overall consumer branding, be attentive towards developing a unique value proposition and company statement that reflects a compelling story about your company and its diverse work culture. Excite fresh talent to join your team by creating a perfect career site and blogs to present your company and its workforce testimonials for the much- needed brand talent acquisition.

2. ABSENCE OF QUALIFIED CANDIDATES

Employers are likely heading for a talent shortage perfect storm as it has become the number one hiring problem today. Did you know that 69% of companies globally face a talent deficit in 2021? Dynamic demographics, public policies, remuneration, demand, and supply for labour, etc. have nearly affected the global talent crunch resulting in the loss of trillions of dollars of economic opportunity for companies. We could think of 3 major reasons why this problem is only getting worse-

1. People born between 1946-1964, make up about one-third of the workforce, and most of them are retiring and leaving the workforce. 2. Younger generations aren’t fully prepared to assume the role and take over the vacant titles and positions. 3. Evolving expectations and requirements from the employer to have a fully experienced workforce and the employee’s prospect to get better wages and remote-work options, to name a few.

What can organizations do?

Evolve. Better your chance at standing out and snatching the best candidates amongst your competitors who will also be bombarding the same qualified candidates. But how? - you will need an extensive HR strategy that encompasses modern hiring strategies that adopt the demands of both employers and the upcoming candidates. And even then, give the hard-to- find candidates what they want- paid leaves, higher pay, bonuses, remote work, and better work-life balance!

3. DIFFICULTY IN CREATING AN ACCURATE JOB DESCRIPTION

Outdated job ads will not flood your career site or job boards. Without a clear idea of the person you want to hire or the skills and experience expected, HR professionals and recruiters cannot hope to match interviewing candidates with their job position. Inadvertently this challenge is slowing down your recruitment process. When companies showcase a poorly written or non-existent job description, they tend to sway away the interest of relevant candidates while they also end up squandering their precious time and money.

How do you fix it?

You do not want to hire the wrong people in your company. So it's best to design an elongated but readable job description by including your mission, vision, total compensation and perks, CSR, workplace environment, job duties, etc. We also recommend you to update your job adverts from time to time and as often as needed.

Simply remember, job ads are not successful tools except if they are elegantly composed, complete, and up to date.

4. NEGLECTING RECRUITMENT FROM WITHIN

Internal recruitment specifies picking a current employee to promote or recruit into a new job role. It offers you a range of benefits that can be beneficial for both the organization ad its employees as well. It is more time and cost-effective than traditional recruitment methods such as advertising or using recruitment agencies to source candidates.

Moreover, existing employees are familiar with the organizational goals and its processes. Their strengths and weaknesses are already assessed, and they ‘work the job’ quite efficiently.

Solution

Internal employee mobility seems to be the need of the hour. You will need to build trust and healthy relationships with your workforce and establish credibility to streamline a legitimate internal recruitment process. You can-

Advertise the role to let know eager employees of the organizations.

Employ appropriate assessment of the applicants. This means conducting informal meetings with the hiring manager or asking candidates to undergo tests.

Make the job offer via email or in person and sign a contract if they decide to take the position.

Lastly, apprise unsuccessful candidates as quickly as possible to avoid their resentment.

5. RECRUITING FAIRLY

Resumes with white-sounding names get half a bigger number of calls for interviews than similar resumes with black-sounding names, as per a report by the National Bureau of Economic Research. It is evident how many companies struggle to maintain diversity and inclusion when it comes to hiring and often unconscious bias is the reason.

How can you overcome this challenge?

Educate your HR team to avoid bias and account for a diverse network by opting for a diverse interview panel and structured interviews. This would help candidates to feel more at ease and will also standardize your interview process. You can thereby improve your chances of recruiting the best people for the job.

Closing thoughts

The inability to recruit the right talent becomes a killer for most companies. Consider alleviating your hiring challenges by fixing the communication problems and opting for a structured hiring plan that works well when you find a potential employee.

If you have any queries, feel free to contact Patron Career Staffing, which is your absolute solution to all your hiring problems.

Assuming you want to stay ahead of the cure, go ahead and look at our other recruitment-oriented blogs.

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