Common Recruiting Challenges and How to Overcome Them

A business organization cannot achieve its goals and objectives without a reliable, highly-skilled workforce. This is why it is essential to maintain an ideal number and quality of employees within the organization.

To ensure that the workforce continues to be effective, organizations must prioritize recruiting and selecting new hires that best fit the skills required by any vacant position as well as the company culture.

This, however, is easier said than done. Hiring managers and recruiters face new challenges as the business landscape changes with advancements in technology and evolving social mindsets.

We share are some of the most common recruiting challenges faced today and concrete solutions on how to overcome them.

Slow or outdated recruitment process

Ads get posted, applicants apply, and resumes are sifted through. Skills, personality and IQ are tested, reference checks are made, and interviews get conducted. These make up part of the entire hiring process and take at least a week.

While this more traditional method may have been common decades ago, it’s obviously not as effective today. With a hundred and one stages before candidate selection, you potentially lose the best candidates to competitors before you get to the end stages.

Hiring slow leads to missed opportunities, delayed operations, and profit loss. Steps must be taken to improve your hiring process to adapt to the current business landscape. You can start by streamlining your process to remove unnecessary or redundant stages.

Invest in a recruiting software tool such as an applicant tracking system (ATS) that can make your hiring process more efficient. An ATS makes collaboration among hiring teams easier and enables you to keep candidates in one easily manageable storage space.

Update your recruitment strategies by looking for new innovative ways to find potential candidates. Scrutinize your competitors’ game plan to gain insight on their recruiting best practices, and customize your own recruitment process to the unique needs of your organizational design.

Fierce competition among recruiters

While there is a wide pool of candidates available, there is also a huge number of recruiters trying to reach them. With such fierce competition, it can be difficult to attract your ideal candidates.

Standing out from thousands of other recruiters is a challenge, and cold calling or sending hundreds of recruitment emails won’t do the trick.

To attract and engage better candidates in spite of the competition, you need to build a strong employer brand. Be the organization that top candidates would want to reach out to first. This attracts high-quality hires to your door without you having to chase after them.

To build your brand, make the purpose of your company clear. Use social media to spread awareness of your vision and mission. Be visible online to develop and create a pipeline of future potential candidates.

Multiple offers received by qualified candidates

Even more challenging now than just attracting ideal candidates is engaging those who are qualified for the job because they likely receive offers from several other companies. If candidates have hard-to-find or specialized skills, they are also more likely to pursue multiple opportunities.

To increase your chances of getting top candidates, make your emails stand out by personalizing them. This shows that you value candidates enough to take time and know who they are.

Another thing you can do is give them the best offer possible in the market. Know your competitors’ offers to see what you’re up against and leverage on this information to build your own offer. Make it clear that there are opportunities for career development within your company.

Most importantly, ensure the best candidate experience possible. Provide prompt and constant communication. Communicate with the candidates through every step of the process so they aren’t left in the dark, and make interviews an engaging conversation rather than an interrogation.

Candidate experience is an indication of how your organization treats employees,s so providing the best candidate experience to qualified applicants increases the chances of getting them on board.

Warm Body Syndrome

Many organizations hire people not for their qualifications, but because they’re convenient and cost-effective. This is the warm body syndrome.

Companies are forced to hire fast and make quick decisions to fill a gap. This may be due to sudden personnel departure or increased demand. While this ensures continuity in business operations, it may hurt the business more in the long run.

Urgent hiring decisions can lead to frequent mis-hires. This in turn leads to high employee turnover that eventually affects business productivity.

To avoid the warm body syndrome, focus on value when hiring employees. Avoid making hasty decisions just to fill in positions as quickly as you can. Follow the entire hiring process to make sure that a candidate is fit for the job.

Be concise with job descriptions and requirements to narrow down your talent pool. Use an ATS to retrieve data on previously shortlisted applicants and check if they are still interested in the job.

Miscommunication between hiring managers and recruiters

Miscommunication between hiring managers and recruiters often lead to disruptions in the recruitment process. Hiring managers expect recruiters to have a vast candidate pool all the time while recruiters are often unclear about what exactly hiring managers want.

Recruitment is a collaborative process that needs clear and constant communication between these parties. In hiring planning, both must set clear expectations and promise accountability for whatever they agree on.

Hiring managers should provide accurate job descriptions and correct information, as well as state exactly what they want or need. In turn, recruiters must be forthright with the state of the talent pool so as to give hiring managers a better idea of what to expect.

Having the perfect candidate mindset

When hiring, many recruiters create a checklist that candidates must meet to be considered for a job. However, this narrow-minded hiring assumes that only one type of individual can effectively fit a given position.

You must remove this form of stereotyping and be more open-minded in hiring. Understand that no perfect candidate actually exists.

Consider unconventional choices such as those who lack experience, are fresh graduates, or even those who are overqualified. Instead of zeroing in on specifics like years of experience or educational background, focus on the skills that the job requires.

The unconventional choice may lack work experience but have the skills that can potentially make them a top performer in the future. Consider how candidates fit the company culture and the value they could eventually add to the company.

Recruitment is An Ongoing Process

All industries evolve and new challenges for human resources will arise. We must understand that recruitment is an ongoing process that should be adapted to the changing landscape.

Create agile, long-term strategies, and research for data-driven solutions that can help spot areas for improvement. Hold conversations with or gain insights from experts in the field for their best practices in recruitment.

Keep up with trends in recruitment and review your recruiting and hiring methods. This makes it easier and faster for you to address or even anticipate recruiting challenges as they arise.

With a better and more effective recruitment process, you can increase employee retention and ensure work productivity for business growth.