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4 common recruitment process problems and how to tackle them

by Ana Lopez
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Innesa Burrola, CEO and President of Sales and Recruiting at Boutique Recruitment.

Believe it or not, recruiting can be just as stressful for companies as it is for potential employees. After all, it can be a long and tiring process. Companies usually have to sift through hundreds of applications and conduct several interviews before they find their asset.

Both the company and the applicants typically face a handful of hurdles that stress and slow them down. While every company has a different hiring process, here are the issues most encounter along the way and how to tackle them.

1. Not finding the right candidate

Outstanding candidates are often scarce. Attracting the right candidates is a difficult task when you are trying to find gems in a pool of unqualified people. Often you have no choice but to hire someone who is not quite suitable for the position.

If you’re in this position, it’s time to ask yourself why good candidates don’t pass up your job posting. Can your job description look clearer or neater? The less specific a job posting is, the more potential prospects can be confused. How can applicants get excited about working for you if they don’t feel comfortable just hitting the ‘apply’ button? Make sure you post the job in the right channels and use effective talent sourcing solutions or experts. Failure to take these measures leaves companies vulnerable to attracting a large pool of unqualified candidates.

2. Ineffective hiring process

One of the biggest challenges hiring managers face is creating an effective hiring process. It is a complex process involving hiring planning, sourcing, screening, selection and onboarding. For a company to thrive and get the cream of the crop, it must have an effective and efficient recruitment process.

It goes without saying that hiring quickly is crucial in today’s world. Many companies are actively looking for new employees and want to hire them as soon as possible. That’s because a vacant position means lost revenue and critical work delays. However, if your hiring and approval processes are cumbersome and take weeks or even months to complete, the desired candidates may accept job openings from other companies, further wasting valuable time and resources.

Your hiring teams should be equipped to communicate well and get the evaluation process done as quickly as possible. In addition, all the steps involved should be planned and concise. When hiring process improvements, it is essential to keep talking to each other. Many hiring managers are also too busy and have to juggle filling a position in addition to their regular duties, so make sure they have the time and technology they need to get the job done right.

3. No Dealing with Applicants

Good candidates, especially those with in-demand skills, often get multiple offers and calls for interviews. This can make it harder to get your own interview request noticed. Today’s recruiters have to work harder to attract, attract and convince candidates to choose their company over others. Consider hiring an attorney or partnering with a recruiting firm that can communicate strongly with candidates on your behalf and help your company stand out.

A lawyer or recruitment agency should do more than find a candidate for you to interview; great candidates will get the candidate excited about the prospect of working for your company. They will highlight all the amazing things about your business and bring the important differentiators to the table.

4. Bad candidate experience

A positive candidate experience not only increases the value of your brand, but also encourages other people to apply to your company. Everyone knows that first impressions are important – and we rarely get a second chance at them. Just as companies rate their applicants, the applicants also rate your work environment and the overall company. If they don’t like what they see or how they are treated, they will probably go elsewhere. But a good candidate experience can greatly increase the chance that that applicant will become an employee. Giving every applicant a great experience also boosts your brand’s reputation, which can lead to other qualified candidates applying for your job.

Standing out from the crowd for good candidates can seem like a challenge in the current climate. But by focusing your attention on finding the right candidates quickly and effectively, engaging with applicants well, and giving them a good experience, you can refine your recruiting processes and bring in great talent ahead of the competition.

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