COMMON RECRUITMENT CHALLENGES
FACED BY RECRUITERS
Introduction
Being a recruiter is an exciting yet challenging job. Goal as a recruiter is to find the best applicant for the position by streamlining the hiring process (Doyle, D. & Locke, G. 2014). The workforce is a fluid environment that is constantly changing due to technological advances and new jobs being developed frequently. As a recruiter, need to stay up to date on the career world changes and be prepared to face the challenges that are bound to happen during the recruitment process (Armstrong, M. & Taylor, S. 2017).
MAIN CHALENGES AND SOLUTIONS
A Wide Pool of Applicants without Right Qualifications
How and where advertise the available jobs trying to fill can significantly impact finding the right candidate for the job. Many recruiters struggle to find qualified applicants because they are not casting a wide enough net or are not specific in what they need in a candidate (Armstrong, M. & Taylor, S. 2017). When searching for applicants, make sure to provide specific details on the requirements, certifications, and training required for the job.Then, make sure to post the search on a variety of websites and a variety of different companies and locations Zinyemba, A. Z. (2014).
Losing Applicants to Competitors
According to Kelkay, A. D. (2018), in the recruiting world, connections were meaningful, and establishing business relationships took time. Businesses know that they need to have competitive offers for jobs that include benefits, flexibility, and more. Company must have offers for competitive salaries as well as flex time and room for growth (Zinyemba, A. Z. 2014).
Providing an Insignificant Interview Experience
When prospective candidates come in for an interview, as important as it is for the potential candidate to make a good first impression, the company must make a good impression. When candidates come in for an interview, they assess the office environment and tone set during the interview (Nikolaou, I. & Oostrom, J. K. 2015). Whether you are part of the interview team or not, it is imperative to make sure that all those involved during the interview remember that they need to set an excellent first impression (Kelkay, A. D. 2018).
A Delayed Hiring Process
One of the most significant success indicators as a recruiter is providing companies with quality candidates who stick out from the crowd. However, both recruiters and businesses are often a hang-up looking to hire, and that is the unnecessary delay in hiring because they are searching for the perfect candidate (Armstrong, M. & Taylor, S. 2017).
Rozario, S. D. & Abbas, A. (2019) has stated if you have a strong candidate in mind for a position but are hesitant to proceed because of a lack of experience, this can delay the hiring process. In turn, you are likely to lose this quality candidate to a competitor. So as you go through the hiring process, make sure to move swiftly. Otherwise, you will likely lose out on some great employees simply because you couldn’t make up your mind (Doyle, D. & Locke, G. 2014).
Lack of Branding
Recruitment may be to hire employees for a fantastic company but if the candidates have never heard of the company and the company does not have a strong online presence, you are less likely to find quality candidates (Nikolaou, I. & Oostrom, J. K. 2015).
When a institution is working to build its brand, think about working smarter, not harder. What this means is to use the available resources that institution already have. Ask institution’s current employees to increase its presence online with solid reviews (Rozario, S. D. & Abbas, A. 2019).
REFINING THE RECRUITING PROCESS
Recruiting new candidates for a job is an in-depth process that takes time. When we have an established protocol for how to conduct the process, things will run smoothly (Kelkay, A. D. 2018). Take some time to reassess what is and is not working for recruiting team.Stay open to change and be flexible to make adjustments as needed. Being willing and ready to improve recruiting process will provide you with access to the best applicants out there (Rozario, S. D. & Abbas, A. 2019).
References
· Armstrong,
M. & Taylor, S. (2017), Armstrong's handbook of human resource management
practice, Fourteenth edition, New York: Kogan Page Limited, pp154-7
· Doyle,
D. & Locke, G. (2014), 'Lacking Leaders: The Challenges of Principal
Recruitment, Selection, and Placement', Thomas B. Fordham Institute, pp178-83
· Kelkay,
A. D. (2018), 'Practice and Challenges of Recruitment and Selection of Teachers
in Private Primary School of Bahir Dar City, Ethiopia', American Journal of
Educational Science, pp.159-167.
·
Nikolaou, I. & Oostrom, J. K.
(2015), Employee recruitment, selection, and assessment: Contemporary issues
for theory and practice, Psychology Press. pp 47-9.
· Rozario,
S. D. & Abbas, A. (2019). 'Challenges in Recruitment and Selection Process:
An Empirical Study', Challenges, pp.35-42.
· Zinyemba,
A. Z. (2014), 'The challenges of recruitment and selection of employees in
Zimbabwean companies', International Journal of Science and Research, pp.29-33.
Well concised! Recruitment process is not an easy task for an organisation to conduct. The HR department needs to make sure that the challenges are faced effectively.
ReplyDeleteThanks Nimshi , The first recruiting challenge of 2022 is the talent shortage. A survey by PWC said: The struggle to find enough people to hire has risen to the forefront as the top concern. Almost half (48%) of the respondents say that's the most significant risk to their business achieving its growth targets. Market Fragmentation. One of the biggest recruitment challenges is understanding the different tools are services out there, and which are most effective for improving the recruitment process (Sorguli, S.2017).
DeleteOne of the challenges the recruiters faces today is passive candidates. According to Karishma (2016) traditionally recruiters have focused on active candidates those actively seeking new jobs. However, research has shown that vast majority of prospects (as high as 73%) are passive candidates, that is they are not actively seeking jobs but are open to new opportunities and offers. This was found to be especially true in the case of social networking sites such as LinkedIn where vast majority of prospects were passive candidates. Hence, firms today are providing more and more emphasis on passive candidates. Indeed, much of the mentioned trends are aimed at attracting passive candidates
ReplyDeleteVery valid point Rumaiz, passive candidates are statistically more likely to be highly qualified and do not need to seek a new position to improve their skill set or competencies. As a result, passive candidates require less training (Schmidt, F L and Hunter, J E 1998).As passive candidates may be a better fit to the job role.
DeleteNice explanation Masha, to mitigate these challenges when an employer analyses requirements for a new candidate, it is important to determine
ReplyDeletepriorities required of the candidate. Job specifications include education, experience,
qualifications and skills requirements also job conditions (e.g., wage, benefits, and workload)
are related to the job vacancy (Armstrong & Taylor, 2014). Selection tools also need to be
determined, e.g. interviews, tasks, in-tray exercises, psychometric tests.
i do agree that The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Recruitment and Selection, 2016).
ReplyDelete