Recruiting challenges

How To Solve the Top Recruiting Challenges Faced by Organizations

A recruiter’s job is hectic. There is no doubt about it. The ever-increasing need for talent coupled with the growing remote workforce makes the matters tough. Below, we summarize the challenges faced by recruiters and the resolutions.

Recruiting challenges

What does the term recruitment bring to your mind?

Does it remind you of a job that involves filtering a few thousand resumes, interviewing, and finally rolling out the offer letter?

Well, the process is not that simple. There are many complex steps involved to ensure that only the right candidate is hired.

The increasing availability of jobs, blurring geographic boundaries, and the millennial workforce that displays higher attrition rates are among the leading factors that make recruitment complicated.

Today, talent has many opportunities to explore. The recruiters need to be abreast of the latest technologies, industry trends, and the changing candidate psychology to source candidates and meet both the quantity and quality requirements of their organization.

That said; let’s examine the common recruitment problems and solutions.

Top 5 recruiting challenges

Recruiter’s priority is to get the right hire in the shortest time so that the open positions do not remain vacant for long. But, this doesn’t imply fast hiring that compromises the quality. The growth of an organization rests on its employees and it is crucial to have the right talent on board.

  • Hiring the right fit – The recruiter has to ensure that the candidate he hires meets the talent requirement and is the right fit for the job. Apart from this, he also ensures that the candidate is also a cultural fit in the organization. Candidates who do not blend with the culture of the company can prove to be a demotivating factor in the workforce.

    Recruiters should take necessary measures during the interviews to screen the candidates. Their technical skills, communication skills, interpersonal skills, and values and culture should be scrutinized. Multiple levels of interviews with various experts within the organization can eliminate the loopholes.

  • Quality and quantity – As already discussed, recruitment should strike a balance between quantity and quality. Sudden client acquisitions or new launching of new product lines or any similar business opportunities might create internal pressure for fast hiring. However, compromising on the quality would affect the bottom line in the long-run.

    Recruiters should have a wide professional network to source quality candidates within a short period. They should build a good rapport with all candidates they interact with and have a deep referral network to rely on times of emergencies. By using social media platforms and the latest developments in the industry in terms of automation and machine learning can also help in fast recruitment that also delivers quality.

  • Ensuring fairness and diversity – Organizations that promote diversity and inclusion are highly valued by job aspirants. Recruiters often display a biased judgment during the interview process, which results in the company losing skilled candidates from diverse backgrounds.

    During the recruitment and interview process, each recruiter should make a conscious effort to hire objectively without any bias. Organizations can assign multiple recruiters to work on the same project so that the hiring process is non-discriminatory.

  • Recruiting virtual workforce – Remote working is also becoming common. There are many challenges in hiring employees remotely, particularly during the interviews. The recruiter has no face-to-face contact with the candidate. The entire assessment process happens over the telephone or video calls. This can lead to wrong hiring decisions. Besides recruiters also need to ensure that the candidates are skilled enough to meet the requirements of working remotely.

    During a virtual interview, the recruiter should be extremely careful in assessing the candidate. Every minute detail counts in judgment including the tone on the phone and the punctuality in attending the call. Use advanced collaborative technology and shortlist the candidate only after multiple interviews for the same skill.

  • Outdated recruitment tools – Many recruiters rely on outdated recruitment tools and traditional job portals. They might miss out on the young and skilled talent who are not frequent in these portals.

    Recruiters should incorporate the latest automation and machine learning in hiring. The process should follow a data-driven approach for objectivity. They should also source talent from social media platforms, referrals, and other sites where the young generation comes regularly.

Conclusion

Recruitment is a challenging but rewarding process. Ultimately, filling an organization with the right talent is in the hands of the recruiter. Including the latest tools and following the industry best practice will simplify the job.

SBL can handle your recruitment challenges effectively and provide you the right talent in the shortest time, with no compromise on the quality.

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