Recruiting new workers is a challenge to many human resource managers today. It gets worse with the leaner budgets and hiring teams, yet higher or the same expectations. While every HR manager faces recruitment difficulties, the complexity differs according to the type of workers required and the company size.
However, recruitment should not be such a headache. This blog post will explore common challenges HRs face during this process and their possible solutions. Recruiting new workers is the most challenging task for some HRs, but it can improve. Use these tips and solutions to make your next recruitment exercise simple, effortless, and successful.
1. Attracting Suitable Candidates
You only realize that you have limited options when you try fishing out the right candidate from a pool of unqualified applicants. It forces you to settle for the best you can get at that time, but not necessarily fit for the position.
So, it is best to know that recruitment is never about attracting a crowd of applicants. The best hiring option is having a small pipeline of expert talents. Achieving this is straightforward. Clarify the job requirements in the advertisement and provide a concise view of the role.
You can include a “knock-out” question in the ad to determine whether potential candidates meet your desired criteria. For example, suppose you are looking for an individual with a master’s degree. A Yes/No question will help you sieve out. It is a fast and effortless way of cutting out those unsuitable for the position.
2. Engaging Qualified Applicants
Recruiters often contact good candidates, making it challenging for your email to stand out among the many. Furthermore, candidates with hard-to-find or unique skills often consider several job offers simultaneously. Therefore, you must put in extra effort and persuasion to convince passive candidates to pick you over other potential employers.
The best solution to this problem is to understand your potential candidates before contacting them. Find out their likes and what pleases them in their jobs and workplaces. Once you have concrete information, personalize your email, clearly describing what you can offer and what extra benefits they can expect if they work with you. Fortunately, HR consulting services can help you prepare in the recruitment process.
3. Being Too Fast in Hiring
Many hiring teams and HRs try to hire as fast as possible, considering the vacant position delays operations and cost the company money. Yet, successful hiring may sometimes take months, depending on the company size and type, while frustrating hiring teams and putting pressure on recruiters.
Sometimes, hiring team members may fail to arrive at a consensus, making the hiring process lengthy. Such a delay on the company’s side can cause the potential candidates to land jobs in other establishments.
There are two possible solutions to this challenge. Look at your hiring process and determine if all the stages are necessary. Check if you are searching in the right places for qualified candidates. Again, do you communicate fast enough to your prospects? Answering these questions places you in a better position to fill the vacancy in your company. There are several HR consulting software you can use for this.
Sometimes, hiring may take a long time, especially if you are recruiting for “hard-to-fill” positions. Explain that clearly to your hiring team and describe the expectations to them. Additionally, it would help to set a realistic timeline and let the team know how crucial it is to get the best fit for the role.
4. Utilizing Data-driven Recruitment
You can use recruitment metrics and data to improve your recruitment process and make more sound decisions. However, collecting and analyzing this data can be a headache. Spreadsheets are the most common method of tracking recruitment data. However, this process is prone to human error and requires manual work. Also, they fail in compliance. As a result, hiring teams requires more advanced and efficient ways to collect and organize data.
With the evolving technology, you can adopt recruitment marketing software and Google Analytics. The best thing is that you do not necessarily have to track every recruiting data. It is, therefore, advisable to sit with higher-ranked officials, develop a strategy, and agree on some useful and sensible metrics for you and your organization.
5. Creating a Solid Employer Brand
A perfect employer is essential in attracting and engaging the best candidates. As a result, investing in employer branding increases your chances of getting three times better candidates that fit the vacancy.
It is a complex and lengthy process that includes several processes, like proving top-notch candidate experience and promoting your organization’s culture on social media. Moreover, it is a collective and continuous process that requires you to leave your regular duties partially and secure buy-in from all your workmates.
Achieving this requires you to be courteous when responding to online reviews, positive or negative. Give your coworkers a chance to express themselves about their work and what they like or dislike. They can do this through videos and blogs. Ideally, be a good employer, and it will be evident.
