If you had to pick one, what would be your biggest obstacle in recruiting? The size of your organisation or the type of positions that you cover can affected your answer in this question. Most of the recruiters would concentrate on a few common recruiting challenges.
Here are the nine most common recruitment issues we hear about, as well as suggestions for overcoming them to improve your hiring efficiency:
1. Finding the best prospects
If you’ve ever tried to find the appropriate applicant amid a pool of unqualified candidates, you realize how limited your options are. You’ll hire the best individual you can find at the time, not necessarily the greatest person for the position. But it’s not always about the amount of applicants; in many cases, the ideal method to hire the right individuals is to draw from a smaller pool of more competent prospects.
Tip: In your job adverts, be specific about the prerequisites and provide a succinct overview of the function. Try to utilize an application form which come with a strait-to-the-point questions to address your major concerns instantly.
You need an applicant with a clean driving record, for instance? Include a yes/no question that asks if the candidates have one. This is a fast and effective way to filtering out those candidates who aren’t fit for the position.
2. Finding and retaining qualified candidates
Recruiters frequently contact good applicants, making it difficult for your email to stand out. Furthermore, individuals with difficult-to-find skills frequently explore many job offers at the same time. You’ll have to go above and above to persuade passive applicants to choose your business over your competition.
Tip: Research what inspires and makes a passive prospect happy in their job before contacting them. Adjust your communications to focus on what you can supply rather than what you can do for your company by using this data.
3. Quick hiring
Hiring teams strive to fill vacancies as quickly as possible since unfilled positions cost money and cause delays in operations. Making a recruitment, however, can take many months depending on your business, putting strain on recruiters and irritating hiring teams. A shortage of suitable candidates may result in a delayed hiring process. The hiring process may be excessively lengthy, or hiring teams may be unable to reach a consensus, causing the finest prospects to seek employment elsewhere.
Tip 1: Review your recruitment process and ask whether all the steps are really needed. Are we searching in the proper places for candidates to fill our pipelines? Do we communicate with applicants and each other quickly? Recruiting analytics from your applicant tracking system can help you answer all of these questions (ATS).
Tip 2: When hiring for difficult-to-fill positions, it’s natural to take a long time to hire. Explain this to the hiring teams and establish expectations from the start. Let them know what a reasonable deadline is, and emphasize the necessity of hiring carefully for positions where a poor hire could result in a large financial loss.
4. Recruiting with the use of data
Companies may use recruitment data and metrics to improve their hiring process and make better selections. Unfortunately, it may be daunting tasks to collect and analyse data. Spreadsheets are one approach to keep track of hiring data, but they require manual labor, are prone to human mistake, and are inflexible. And that’s the reason why data and trends are so difficult to track accurately. Hiring teams require methods for compiling and organizing data in a streamlined and efficient manner.
Use tools like an ATS, Google Analytics, or recruitment marketing software to store data and export useful reports. You don’t need to keep track of every single recruiting metric available. Have a discussion with top management to come up with a few KPIs that are relevant to you and your firm.
5. Creating a powerful employer brand
You can recruit and engage better prospects with a strong employer brand. Employer branding makes it three times more probable for a company to make a good hiring. However, it’s a lengthy process that encompasses everything from guaranteeing a great applicant experience to marketing your company’s culture on social media. It’s a long-term, collaborative project that demands you to take time away from your regular responsibilities and gain buy-in from your coworkers.
Tip: Always respond (courteously) to negative and positive online reviews. Give your coworkers the opportunity to express their stories about their jobs and hobbies (for example, through blogs and videos).
6. Maintaining a positive candidate experience
Candidate experience is crucial not only for company branding, but it’s also a consideration when your top candidates are weighing job offers. The way you handle candidates during the interview process reflects how you’ll treat them once they’ve been hired. They’re less likely to accept if they’ve experienced a poor encounter. Positive applicant experiences, on the other hand, can boost your employer brand and inspire qualified individuals to apply for and accept your job offers.
Tip 1: Communicate and expectations: let prospects know when they can expect to hear from you and, if you’re using an application tracking system, schedule reminders and use email templates to keep up with the updates.k.
Tip 2: Work closely with the candidates. If you’re having an in-person interview, make sure you provide them all the information they need (like who to ask for and what to bring). Explain what to expect from the interview and what they should do next. Notify reception of their arrival and do not allow them to linger in the lobby.
7. Establishing a productive recruiting procedure
Hiring teams must be able to communicate quickly, evaluate prospects quickly, and stay informed at all times. Recruiters are in charge of arranging all of this contact, which isn’t always easy. Especially if the relationship between recruiters and hiring managers is poor. Administrative duties (such as arranging interviews) can take time away from recruiters that may be better spent coordinating the hiring process and providing a positive candidate experience.
Why not hire an experienced recruitment agency?
When it comes to what is happening in the market and how to efficiently go through the hiring process, recruitment agencies have market expertise and relevant knowledge. A recruitment firm connects companies and job seekers. They discover what job openings are available and who is most suited to fill the roll. They offer assistance to both candidates and clients. Their specialised market knowledge enables them to inform you of market rates, trends in remunerations, and if requested, advise you on and negotiate job offers on your behalf. As a reliable and reputable recruitment agency in Malaysia, Concepts Groups considers the client’s best interests. You want to make the right choice, not the cheapest one or quickest one.