Recruiters today are faced with more challenges than ever. Discerning candidates, an uncertain economy, and dynamic technology have transformed the way recruiters do their jobs. Let’s take a closer look at four of the most common problems facing recruiters today, along with techniques for overcoming these obstacles.
1. A Shortfall of “Qualified” Candidates
At a time when crowded job boards and the breakdown of geographic boundaries make for massive applicant pools, the fact remains that when it comes to filling mission-critical positions, a dearth of qualified employees remains. In fact, research from Manpower Inc. indicates that as many as 40 percent of employers around the world are struggling with filling positions due to a lack of talent — with the situation reaching critical mass in North America.
While there is some debate regarding the extent to which the “skills gap,” exists, there are some things recruiters can do to position their organizations for success. This means looking beyond education and experience to other skills which demonstrate the ability to learn on the job, along with retaining those who excel in this area. This also means investing in training programs to promote upward mobility and the acquisition of new skills for employees. Recruiters may also seek creative solutions, such as sourcing candidates differently and filling vacant positions with temporary contract workers.
2. Competition for the Best and Brightest
When a recruiter does find the perfect candidate, there’s another glaring roadblock up ahead: competition from others for the same new hire. Today’s employees are looking for more than jobs; they’re looking to be part of something greater than they are. The recruitment process does not exist in a vacuum, but as part of something greater. How do you distinguish your organization from the rest? By giving candidates what they want, and by communicating these offerings in a clear, consistent way throughout the recruitment process.
Speed is also a factor in losing out on the best candidates. Fast, decisive, action-oriented recruiters find success, but are also limited by slow-moving organizations. Want to avoid ending up competing against multiple offers? Make sure you and your organization alike understand the need for speed.
3. Talking Technology
While the point of technology is to make life easier, it’s often accompanied by a steep learning curve. Even though applicant tracking systems, recruitment marketing platforms, and analytics offer tremendous potential when it comes to improving recruiting and hiring, success relies on two things: the efficacy of these tools in the real-world setting, along with the ability of recruiters to understand how best to use them. Not to mention that all of the data in the world is useless without the means to extract meaningful metrics from it.
The solution? Training programs can help recruiters make sense of new technology, while management oversight can make sure they’re actually using it.
4. The Candidate Experience
The candidate experience continues to assert itself as one of the most important factors when it comes to successful recruiting. Recruiters aren’t just pitching a job; they’re pitching a brand. Will the experience deliver on or break the brand promise? Recruiters need to keep the candidate experience at the forefront every step of the way — from the very first phone call through onboarding and orientation. The application process should be short, transparent, and communicative, as well as consistently representative of the company.
While recruiting seems like a simple concept on the surface (find candidate, hire candidate), the truth is that ever-changing inputs complicate the process. Understanding the dynamics of the contemporary candidate and job market, and adapting your recruiting processes to accommodate these factors will lead to optimal results.
Watch this video to see how WittyParrot can help you address these 4 problems commonly faced by recruiters, stay on message and consistently deliver a vibrant, compelling candidate experience.