In any industry, there are challenges that come with the job. Working in recruitment is no exception. The recruiter faces the pressure of having to find the best possible candidate for the job while also considering the company’s needs.
And with the pool of potential candidates getting bigger, but company budgets getting smaller, a recruiter is left with several challenges they need to adapt and overcome.
While every industry is different, they all face some underlying issues; we discuss them and how individuals can handle recruitment challenges.
What are the main challenges in recruitment?
Recruitment is one of the most difficult and time-consuming aspects of HR, with tasks such as sourcing, screening and interviewing. It can be a challenge to find the right people for your company.
- Lack of qualified candidates
While the pool of candidates is getting bigger, the job requirements are often not met, creating a gap in the skills and qualifications needed. This often results in a recruiter needing to hire the best person for the job based on a weak pool and not necessarily the right person for the job.
Some say that this lack of qualified candidates is due to a skills gap where employers want tech-savvy employees, but most people do not have these skills or education in this area. In order to fix this issue, some companies provide on-the-job training programs so that employees will learn these skills from their bosses. Alternatively, apprenticeship programs allow recruiters to target eager job seekers, with the company offering apprenticeship wages for these positions.
- Hiring for diversity and inclusion
In order to have an effective and successful workplace, it is important for recruiters to reach and hire individuals that represent a variety of backgrounds and perspectives. This helps to ensure that all voices are heard and that the company is able to meet the needs of its diverse customer base. Achieving diversity and inclusion in the workforce can be a challenge, but there are many things businesses can do to create an inclusive environment.
Ways recruiters can go about recruiting individuals from diverse backgrounds include:
- Casting a wide net
- Using targeted ads
- Reaching out to organisations that promote diversity
- Look for talent at events and meetups
Be sure to review our guidelines relating to what recruiters and employers may and may not ask during the interview process.
It’s not uncommon for job-seekers to lie on their CV. Recruiters may be faced with a wide selection of candidates that meet the job requirements, yet, it’s not as simple as accepting CVs at face value. Statistics show that 51% of adults have fibbed on their CV, which is an unfortunate result of a competitive market.
DBS checks are one of the ways recruiters can ensure that potential candidates don’t have a criminal record, that all critical information is disclosed, and that candidates are well-suited to work with vulnerable groups or children.
- Competitors gaining the best candidates
It can be challenging to stand out from competitors and attract applicants who are looking for a fulfilling career. This pressure often falls on the recruiter’s shoulders, resulting in them needing to work closely with companies to encourage employment benefits and develop incentives for potential candidates.
- Time and budget pressures
There are many reasons why qualified candidates are not being hired, but the most common is that recruiters don’t have enough time to find good people.
When faced with hiring a candidate who has fewer qualifications than desired or no qualifications at all, it’s tempting for recruiters to take the easy way out because of company deadlines. There are two problems with this; one is that these decisions can affect company culture and recruitment safety process, and the second is that they may lead to higher turnover rates.
- Weak employer brand identity
The pandemic brought along an entirely new way of employees viewing the working world – employers are tired of simply having a job to do.
More and more individuals prioritise company culture and the people they work with more than anything else, with 46% of job seekers indicating that it is the most important aspect of a job. This means that companies need to think about new and innovative ways to keep their employees happy and create a company culture that is going to attract the right candidate.
Recruiters are faced with the challenge of working with companies to create a brand image that is appealing to job seekers. This process involves strengthening the brand image by building the brand’s reputation, sharing company ideologies with the candidates and getting candidates excited about joining the team.
- Attracting the right job candidates
In order to attract the right candidates for your job, it is important to understand what qualities these potential employees are looking for in a workplace. In today’s competitive job market, it is essential to create a positive and attractive work environment that will lure top talent – this relates back to brand identity.
It’s the recruiter’s job to make sure that the job opening is clear and concise. This will help weed out unqualified applicants right away. However, reaching out to qualified individuals directly by using social media or job boards can be an extensive process for recruiters, as it requires ample research and communication.