The most common recruitment challenges

The most common recruitment challenges

The most common recruitment challenges

Recruitment challenges vary depending on the size of the company you work for or the sector you are in. However, there are a number of issues that tend to be common to all recruiters:

  1. Attracting the right candidates

From a limited pool of candidates, the best candidate is often chosen from this pool, but not the most suitable candidate for the job offer. An easier way to find the right candidate is a smaller pool of more qualified talent. To this end, it is important that the requirements in job advertisements are clear and explicit.

  1. Engage qualified candidates

Qualified candidates are often in high demand and to reach them you need to persuade candidates to prefer to work for your company rather than your competitors. It is essential to conduct research on what motivates them and what makes them happy in their job in order to personalise emails.

  1. Hiring fast

Companies want to hire as quickly as possible, because vacancies cost money and slow down operations. However, depending on the sector, a hire can take several months, putting pressure on recruiters and frustrating hiring teams. The recruitment process may take too long or recruitment teams may struggle to reach a consensus, resulting in the best candidates finding work at other companies. To avoid this, there are numerous tools available to make the process faster and more efficient.

  1. Using data-driven recruitment

Spreadsheets are one way to keep track of recruitment data, but they require manual work, are prone to human error and are not compatible. This makes it difficult to accurately track data and trends. Recruitment teams need ways to compile and organise data in an efficient and streamlined way. This can be done by storing data and exporting useful reports using systems such as ATS, Google Analytics or recruitment marketing software.

  1. Building a strong employer brand

A good employer brand helps you attract better candidates. Organisations that invest in building an employer brand are three times more likely to make a quality hire. However, it is a complex process that includes everything from ensuring a positive candidate experience to promoting your culture on social media. It is an ongoing, collective effort that requires you to step outside of your normal duties and secure buy-in from your employees.

  1. Ensuring a good candidate experience

Candidate experience is not only important to an employer's brand image, but is also a factor to consider when the best candidates are evaluating an organisation's job openings. How candidates are treated during the recruitment process reflects how they will be treated after the hiring process. If they had a bad experience, they are less likely to accept. Conversely, positive candidate experiences can enhance your employer brand and encourage good candidates to apply and accept your job offers.