According to various recruitment stats, attracting top quality candidates is the biggest challenge of recruiters and HR managers today. In this era of low unemployment rate coupled with ever-changing needs of the job market, talented candidates are the real kings and the ultimate power rests in their hands. Today, candidates have the upper hand of selecting the organization they want to work for as they have multiple offers in hand. This creates an atmosphere of intense competition all around among recruiters to pitch in the best candidates for their clients.
In this war of talent, organizations are guilty of using outdated recruitment strategies coupled with their inability to understand the changing needs of the candidates making the recruitment process even more difficult for them.
Gone are the days when recruiters used to place a job description on job boards and hope that the vacant position will be filled automatically. Today, there is a requirement of much more active participation from them. In this infographic we have looked at the prominent challenges that modern recruiters have to deal with, supported by relevant statistics.
1. Failure to attract talented candidates
In this candidate-driven market where candidates are approached by multiple recruiters it becomes very difficult for recruiters to attract talented candidates. The top candidate that you have been trying to pitch might not be around when you finally decide to extend the offer after several weeks of interviews. Delay in the hiring process is killing the recruitment process, thereby making you lose out on top talent. Reducing time-to-hire also becomes a very difficult ask as you are juggling with multiple candidates at the same time and the follow-up interviews take a lot of time to set up.
2. Lack of understanding between the recruiters and hiring manager
Lack of communication and understanding between recruiters and hiring managers can cause lot of problems in the recruiting process, including inability to identify the right skill sets in the prospective candidates or deciding on the best channels for sourcing the right talent.
3. Retaining Millennials in the workforce for a longer period of time
Millennials are starting to dominate the work sphere as the baby boomers start to retire. The peculiar thing about millennials is that they love technology and tend to favor their personal needs more than that of the organization they work for. They long for open communication & regular feedback. The challenge for the recruiters is that these Millennials have the tendency to do job hopping that increases their workload as they have to search for candidates for the same positions more frequently.
4. Inability in using data effectively
Most of the recruiters today are well-versed in using technology tools to their advantage, but they do not have the ability to effectively use data. It is of paramount importance for recruiters to be able to employ the data to make better recruitment decisions and enhance their processes. But that is hardly happening.
5. Difficulty in balancing the speed of hire with quality of hire
Recruiters face one of their biggest challenges when it comes to balancing the speed of hire with quality of hire. Although you want to recruit a candidate as soon as possible, there is always an urge to get the best talent possible which usually takes time. Increasing the recruitment speed is perhaps one of the hardest tasks for the recruiters.
6. Lack of efficiency during the recruitment process
Most of the recruiters waste their valuable time by working on unnecessary and ineffective administrative tasks which can result in duplication of efforts. In particular, tasks like sourcing potentially talented candidates and reviewing their resumes should take hours and not days. Many recruiter spend time on these administrative tasks can be utilized in sending a candidate for final selection to the client. This has led to the increasing use of applicant tracking systems by recruiters.
7. Failure to provide superlative candidate experience
If recruiters are unable to provide superlative candidate experience during the hiring process it can create a bad impact on the overall corporate branding of the organization. Recruiters have to end the hiring process properly with candidates, even if they are rejecting them. If you are not doing that it will have a negative impact on creating a talent pool for the future.
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