We all know it for a fact that the job market hasn’t yet fully recovered from the CoVid pandemic. Nonetheless, here we are preparing for yet another year temming with uncertainties. With rising joblessness across the world, finding, recruiting, and retaining candidates is difficult for some businesses. How about we plunge into the main eight recruitment challenges to handle this year.
Recruitment Challenges and their Solutions
Many organizations are encountering issues with shortage of talent and topping off positions that prompt loss of income. As per the report by Korn Ferry, by 2030 beyond what 85 million positions would be unfilled. Also, it’s not due to the reason of automation but there will not be sufficient talented individuals to take them.
Everyone looks at the U.S. from numerous angles, and apparently this expectation has already begun to bear fruit. As of July 2021, there were in excess of 10 million open jobs in the U.S. alone, but organizations are scrambling to track down new workers. It’s an inconsistent circumstance – the U.S. is encountering high joblessness simultaneously.
Among many other recruitment challenges, what is the way out of dealing with talent shortage?
Change your Hiring Strategy
It appears as though talent shortage is not going to vanish after the pandemic. This is why recruitment agencies need to foster a drawn-out procedure to draw skillful candidates before long. Assuming you need to overcome the talent shortage, you really want to adjust your recruitment techniques to fit the conditions. Here are some important tips regarding hiring strategy to overcome recruitment challenges.
Make Talent a Priority
Assuming you need to retain your employees, show them that you consider them an asset. About 57% of the employees generally hope to get promoted to some degree one time each year. The generation you are employing knows its value, and they anticipate that you should recognize it, as well. So don’t overlook that and grant your workers when they merit it, as it will motivate them significantly further. Moreover, it also indirectly assists in overcoming many other recruitment challenges as well.
At times the right talent you want is nearer than you might suspect – in your own organization. At any point you’re attempting to fill in a position and you’re battling to track down the right competitor, glance around at your own representatives. Internal recruits are 1.7 times less costly than the outside ones, the advancement will persuade the workers significantly more and you will save assets on onboarding. There is, in any case, an entanglement to this technique. Assuming you abuse it, you can miss on diversity. Thus, after prioritizing talent, hiring internally significantly helps in overcoming many recruitment challenges.
If you are not offering temporary work opportunities at your work place, you must immediately start working on it. Many professional recruiters assert that it’s difficult for them to assess if the fresh hires can do the job before they employ them. If such is the case, then why not give the candidate a shot? Offering internships in your organization permits you to evaluate new candidates before you enlist them and – all the more significantly – provides you with an opportunity to draw in talents you might disregard otherwise.
Thus, the pursuance of the above two approaches can greatly help you in overc0ming a good proportion of recruitment challenges out there.
Attracting Potential Employees
We all definitely recognize the shortage of talent in the contemporary times. Yet , there still are talented people out there running executive roles at different companies. Now a question that naturally arises is how do you make sure if that top talent even considers working with you? On top of that, ever since the pandemic broke out, it gets even more challenging to persuade passive candidates to work for you. Beyond any shadows of doubt, employing passive candidates is still one of the biggest recruitment challenges.
As the world is becoming increasingly digitalized everyday, so do the jobs. Remote work is nothing but another approach in the work climate, yet the shift towards this method of work has sped up in the past year and a half on account of the pandemic. Currently, the provision of working from home isn’t a necessity anymore as it was during the pandemic – it’s rather a prerogative for the employees to work remotely to their convenience.
It is estimated that by 2025, one in four Americans will be working remotely. This indicates an 87% increase from the pre-pandemic reality. Now this might be good news to many employees, as working from home offers more flexibility, less to no commute, and more freedom.
According to DataServ, it is assessed that by 2025 one out of four Americans (for example around 36 million individuals) will be working remotely, which would mean an 87% expansion from the pre-pandemic era. It is incredible information to numerous representatives, as working from home means greater adaptability, saving money on driving, and having more opportunity. For employers, however, it entails many recruitment challenges that would need to be addressed.
It’s no question that dealing with your work from a personal workspace is more difficult than truly being in the workplace. It takes a blend of character qualities and abilities for somebody to flourish under such conditions. Albeit in view of this exploration, usefulness among representatives working remotely will, in generally, be high, it stays a space of worry to numerous businesses, and particularly their recruiting groups.
Recruiters should search for candidates with the right soft skills. To effectively evaluate the candidate’s ability to work outside the workplace, the recruitment team must lookout for candidates who are:
Currently, as obvious as it looks, assessing those abilities can be troublesome through the exemplary screening. Anybody can list having these abilities on a paper, yet how might you check if it’s been truthfully stated?
Attracting Right Candidates
Nothing can be more baffling than attempting to track down the right candidate for a job in a pool of unfit applicants. Even with the best ATS & CRM, HR is yet facing issues. Eventually, you will be compelled to settle with the best individual you can find right now in any case, when you realize that the individual isn’t the best fit for the job. According to a study held in 2021, 63% of recruiters said that talent lack is their greatest problem.
How do you address this recruitment challenge that has to do with drawing in the right candidate for the job?
It’s actually pretty basic.
Be exceptionally clear with regards to the necessities for the occupation in your work promotions. Follow Amazon’s first work promotion. A smoothed-out determination process controlled by imaginative recruitment programming can assist you with taking out any individual who doesn’t satisfy the base guideline needed for the role.
The quicker it is to screen out the people who don’t meet all requirements for the work you promoted, the additional time you will save and put resources into what makes a difference to your main concern. The LinkedIn job board has a basic component that can assist you with accomplishing this. Recruiting insights disseminated by Glassdoor says that overall, each company for employment draws in 250 resumes. The normal business will then, at that point, talk with 4–6 contenders for the work, and just one will be successful.
Focus on Candidate Experience
The strength of your organization lies in your image reputation. In case you don’t have the foggiest idea, how you treat your work applicants throughout the recruitment cycle assumes a key part in how the marketplace will see your company.
Candidate experience insights distributed by Deloitte say that 80% of applicants who had horrendous recruitment experience will transparently share it with other people. Also, the most exceedingly terrible part is that they will do it more than once like they were paid to do as such. This by itself can thwart the best talents from truly tolerating to work with your brand.
How will you enhance candidate experience for a solid recruitment firm? To give your applicants a stunning experience during the recruitment cycle, we suggest that you do the following:
- Compose a reasonable and precise job description
- Hire the best marketing agency to establish your career website and work on its presentation on web search tools through SEO
- Respect the applicant’s time
- Communicate with your applicants through automated messages and SMS at each phase of the application
- Give and request feedback, and actually follow up on them
- Be straightforward during the recruitment cycle
Delayed Hiring Process
Recruiters do everything to land the best suitable candidate for a job position. But over the span of this process, they face tons of recruitment challenges. This can bring about a lag in the employing system. In case you have a solid candidate as a primary concern for a position yet are reluctant to continue in view of an absence of experience, this can postpone the recruiting system. Consequently, you are most likely going to lose this quality candidate to a competitor.
To increase your odds of employing the best candidate for a job, you should realize how to offer your startup to potential candidates. Because a candidate doesn’t have every one of the necessary skills or abilities should not prevent you from recruiting them, particularly assuming you realize that they are quick learners and can possibly improve later on. Assuming you don’t see their value, your competitor definitely will.
An organization should give fair opportunities to all applicants to hire the most ideal individual for a job position. Likewise, it is a lawful commitment and is a decent method for recruiting an individual without the interference of generalizations. Many organizations find it difficult to bring diverse applicants on board, and oblivious inclinations are one of the reasons behind it. This prompts a restricted working environment and potentially vandalizes your organization’s image.
For some recruiters and HR staff, recruiting doesn’t end with presenting an agreement offer. Recruitment of an applicant is followed by its onboarding process. That is one more test in more ways than one. In case fresh recruits are working remotely all day, there’s the additional issue of dealing with their hardware systems/tools. Compelling employees to work without providing them with tools slows down the progress, and brings down productivity.
One critical piece of most recruiters’ or HR staff’s responsibility is to direct the recently added team member through the work contract. While it’s feasible to do it via telephone and by screen share, it’s definitely more easier and friendlier in-person. New employees can pose inquiries and get to know with HR.
This was a quick run through of the most common recruitment challenges and their solutions faced by the recruiters worldwide. However, with the new recruitment landscape, the challenges pertaining to recruitment industry keeps on changing. Thus, recruiters need be very vigilant and agile with the contemporary hiring trends.
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