Top 4 Recruiting Challenges of 2014
It is commonly believed that the recruiters have a very simple job to do i.e. hiring the candidates. The process is very simple; Organizations, which want to hire graduates and other new workers, need to raise a requisition request, thereafter recruiters search talent pools, along with posting job on various job boards and finally put in enormous man-hours fishing for candidates after sorting out all the duds.
Things might look simple on paper, however in reality recruiters face a number of challenges and that list of challenges isn’t just growing, it’s adapting to the modern world, making it more difficult to handle. This means that recruiters have to juggle a numerous balls in the air while the number is increasing day by day.
We’re already two months into the New Year, some of the recruiters may have no problem hiring, while others are facing challenges to fill positions. If you’re in the latter group, analyzing some of these challenges, will take the load off your back and could potentially improve the quality of new hires that are reeling in. Here are the four recruiting challenges you’ll have to overcome this year:
1. Technology: A Hassle
Technology is one challenge that isn’t disappearing; instead it is constantly in flux. There are two new types of technology that will have a huge impact on hiring and recruiting this year: applicant tracking systems and recruitment marketing platforms.
Applicant tracking systems improve the workflows for most recruiters by taking care of resume data management, compliance tracking, candidate-relationship management, talent networks, and social collaboration among other needs. Recruitment marketing platforms are more concerned to find potential candidates in places which are not known to recruiters that they visited. Analytics are used to devise what attracts new candidates to a position by utilizing tools such as SEO and social media to market open positions and place the employer as a brand in the job market.
It might sound pretty positive, however the fact, according to a survey by JIBE, is that nearly 50 percent of the staffing professionals are dissatisfied with their hiring tools and only 30 percent believe that their hiring tools actually makers their jobs easier. Future iterations of applicant tracking systems and marketing platforms this year will need improved data integration and easier interfaces.
2. Analytics: A Daunting Task
Recruiters have to sort through a lot of data, that’s why tracking systems are used to the analysis. However, most of the analytics software used by recruiters is just not up to the snuff, despite being integral part of their job.
Harnessing the data through the system is also a daunting task. According to the JIBE survey, each recruiter spends an average of 22 hours each month, equivalent to almost three full working days – manually going through the data from recruiting systems. The systems are meant to make things easier, however only 32 percent of recruiters said it was easy to extract data and metrics from their current software. Only three in five recruiters are actually confident in the data they receive from their analytics. And only 25 percent say they can track quality of hire with their current tool set.
3. The Candidate Experience: Managing Expectations
Far from technology, there’s another major challenge that recruiters face every day: the candidate experience which ensures creating an employment brand that is delivering on the promise of a good experience from the moment a candidate applies for an opening to the end of the on boarding process. This involves creating content to engage both active and passive job seekers, by providing an application process that takes less than 10 minutes to complete. It also eliminates the break in communication that avoids employer’s failure to communicate their current status.
According to the JIBE poll, only 14 percent strongly agreed that their online application process actually aligned with that employer brand, while more than 40 percent of recruiters said that improving their company employment brand is difficult.
Optimizing candidate experience would continue to be a focus in this year. Given the right tools, staffing specialists can create their brand awareness.
4. Candidate Sourcing: Changing Horizon
With the advent of several portals, it is very crucial for a recruiter to consider different sources as talent pool, as the average recruiter spends around 15 hours a week sourcing great candidates. While this should make sourcing candidates a breeze, however now there is big talent pool to look into with limited number of candidates with adequate skills, which means, it is difficult to close a position with higher number of resumes and skill gap.
Few tips to overcome these challenges:
1) A detailed job description solves most of the recruiter’s problem, by ensuring the accurate skills are portrayed and qualifications necessary for the position.
2) Another great way to find great candidates is to source internally through referrals; this happens to be the most cost effective way of hiring.
3) Communication in the most important ingredient which plays a vital role in recruitment industry while hiring for a higher level. Communication should be specific, clear, precise and professional for the position to be sourced for.
4) Established and stable client should be enlisted: no matter how many clients exists so that specific clear transparent conversation could be done.
Do you have more tips to share?