Recruiting the best candidates has become more tough and time-consuming these days. It is pretty common in this highly competitive market for almost all the companies to face many challenges while trying to keep exceptional employees.
These obstacles can sometimes seem stressful, with everything from skill shortages and generational differences to employer branding and the impact of remote work.
But as we all know, knowledge is power – and by understanding the most common recruitment obstacles, you will be ready on your way to solving them.
Let us explore one by one, the biggest challenges faced while recruitment. No matter if you are an HR Professional, hiring manager or business owner this blog is for all.
Addressing Common Hiring Obstacles
Finding the appropriate talent is difficult and will always present a number of challenges. But do not worry as we will help you find and hire the greatest talent by breaking down some of the most common hiring obstacles and providing strategies to overcome them.
Have a look at these obstacles along with solutions for common hiring hurdles
- The Right Kind of Candidates
Finding something known as “The Right Candidate” amidst so many unqualified ones is a complicated task. You would know how little choice one has sometimes. You could get stuck with the best person you can find at a given moment, not the best suited to that position. However, most of the time the right candidate will arise from a smaller pool of stronger talent.
Solution- In your job postings, be specific about what is needed and include a brief overview of the position. Include questions on the application form to directly address your main problems. For instance, you need someone with a driver’s licence. If you want to know if the applicant has one, include a YES/NO question. It’s a quick method of eliminating candidates who are unfit for the position.
- Having Qualified Candidates
When top candidates are often approached by recruiters, it’s hard to catch their attention through your communications. However, skilled employees in high demand typically have several offers to choose from. Passive candidates need that extra bit of persuasion in order to choose your company above other employers, and you should definitely make an effort to show them the qualities that distinguish your company.
Solution- Assess a passive candidate’s sources of motivation and job satisfaction before reaching out to them. Using this information, tailor your source emails so that they highlight what you have to give rather than what they can accomplish for your business.
- Cutting Down on Hiring Time
A good recruiter will work as fast as possible to fill a position, after all an empty space is lost income. Almost every industry has longer hiring times that, in turn, drive recruiting teams crazy. One of the common reasons for this delay is because they don’t have enough candidates. As a result of this delay, companies may lose quality candidates to other competitors.
Solution- Examine your hiring procedure and consider whether each step is actually necessary. Are we filling our candidate pipelines with the proper candidates? Do we speak with candidates promptly? Recruiting analytics from your applicant tracking system (ATS) can assist you find the answers to all of these issues.
- Fair Hiring Practices
Unconscious biases are likely why even tons of companies struggle to attract and hire diverse candidates.
Objective hiring is important because it ensures that you will be in compliance with your legal obligations to provide equal opportunities, but also ensures good business practice as it means that you hire the best candidate for a job, without having any bias.
This will then lead to a workplace that is truly diverse and inclusive – not only making it apparent you are a good option for potential candidates but also enabling yourself to capitalise on those benefits diversity brings.
Solution – Employ job-specific, organised interview questions to help guarantee a uniform assessment of each applicant. The first step is to use blind resume evaluations, in which all identifiable information is eliminated, to eliminate the factor of unconscious prejudice in first screening.
Teach hiring managers and interviewers how to “properly” employ diverse recruiting panels by making them aware of their own prejudices and teaching them how to reduce them with inclusive practices like neutral language.
- Strengthening Your Employer Brand
Having a strong employer brand is vital. Respondents in a survey conducted by Corporate Responsibility Magazine said they would not accept a job with a company that has a bad reputation even if unemployed and the majority (56%) have stopped purchasing from certain companies.
A positive employer brand drives candidate engagement and helps you fill your team with a better quality of hire! Recruiters must do a great job at building a brand regardless of if the candidate is selected or not.
Solution- Always respond (politely) to both positive and negative internet reviews. Provide your colleagues with the tools to share their stories about their job and interests. Be a good employer above all else, and it will come through.
- Making Use of Data-Driven Hiring
Employers may make better decisions and continuously enhance their hiring procedures by using metrics and data related to recruitment. However, gathering and analysing data can be difficult. Spreadsheets are one method of tracking hiring data; however, they are in breach, need manual labour, and are prone to human mistake. Accurately tracking data and trends is hampered by this. All these challenges call for a smart alternative.
Solution- HRMS software like HROne offer applicant tracking system (ATS) and recruitment management software allow you to save data and export useful insights. HROne provides amazing features for recruitment such as candidate experience management, candidate sourcing management, interview management and more. Need to mention, not every recruiting metric out there needs to be monitored. So, discuss with your team to determine which KPIs are relevant to you and your business.
- Establishing a Productive Hiring Procedure
Hiring teams must be able to quickly communicate, assess candidates with ease, and always stay informed. Organising all this communication is the responsibility of recruiters, and it’s not always easy, particularly if there is tension between hiring managers and recruiters. Moreover, administrative duties (such as setting up interviews) frequently waste a lot of time of recruiters that could be spent organising the hiring process and guaranteeing a positive applicant experience.
Solution – If your team wants to easily monitor and manage the hiring process, as we mentioned earlier, investing in the recruitment management software can be a good idea. Using such software, your team will be able to view and comment on each other’s work. Additionally, it will make administrative work easier with built-in calendar connections, email templates, and other features.
To draw in the greatest workers, companies must remove obstacles to talent acquisition. The entire recruitment process, from initial sourcing and screening to completion of onboarding, depends entirely on creative solutions. By addressing these issues, companies can enhance their approaches to hiring new employees and enhance the candidate experience.
Wrapping Up
The recruitment can be a tough game, but the right tools, strategies, and techniques makes it much easier in your journey.
By developing some of the effective solutions to overcome these recruiting roadblocks, organisations can not only acquire new hires but also be competitive.
Implementing modern-day recruitment management software where you can automate every step of your recruitment process is how you can start solving your recruitment challenges.
HROne makes the recruiter’s life easy with exceptional features, thereby ensuring a great candidate experience along the way.
So, what are you waiting for? Move a step further and invest in HROne– the best recruitment management software in India.