There is much noise in the recruitment market, and every HR manager wants to grab the attention of the best candidates.
With the growing competition, it is even more difficult to find and retain the top talent. Since recruiting is expensive, the recruitment manager always wanted to pay attention to recruitment methods.
They always look for new methods in the hiring process to stay more focused and become more productive.
There are few questions about which every HR manager think about such as
1. How can they add speed to the current process?
2. How can they hire better candidates?
3. How can they improve the candidate experience while eliminating bias?
Here I will share some of the key challenges in the talent acquisition process and how you can avoid them.
Attracting the right candidates
Finding the right fit candidate for the organization is difficult because candidates have more options online right now. Recruiters waste much of their time scanning through their application, which wastes much of their time.
You can use technology to find out the candidates who are a relevant match with desired skills or requirements. Tools allow you to get quick insights about the candidate’s skills, education, experience, etc. Once you have all these details before the interview starts, half your work is already done.
Effective Employer Branding
We are in a candidate-driven market, which means most people are looking for a job already have a job. These passive candidates have enough time to evaluate job offers.
So, even before you have set some selection criteria for them, they have selection criteria for the offers.
Because it is a marketing challenge, companies try to attract them by portraying the company as a brand and why it is a good career and life choice for the candidates.
Speed in Hiring
Speed in the acquisition process is one of the biggest challenges in the talent acquisition process. It does matter how quickly you hire the candidates onboard, which you identified as potential employees.
As an HR manager, the major concerns would be to bring more candidates to the door in a quick time. Moving fast is the key, so you need the right kind tools so that you can close more jobs with accuracy and make quick decisions.
Today we have AI-based tools that allow you to simplify the processes, improves communication, and avoid unnecessary tasks. If we have something that can ease the work, why not use it.
Quality of recruitment
After you decided to bring someone in the organization, your first question is to find out if the candidate is capable of delivering the job well or not.
No recruiter wants to fail in the job, which means they want to hire people who can help the organization grow. It is challenging because finding a sure shot formula to identify the right candidate is a daunting task.
For this task, you can write a clear job description template to clarify the purpose, key tasks, responsibilities of the job. This template will help recruiters in making better hiring decisions.
Getting A Stable Workforce
Every employer looks for a stable workforce because it helps the organization in getting a return on investment. The task of the talent team has become more difficult with the beginning new generation new hires. They do not want to work for the organization for a longer period, just for employability.
They want to make sure if the role they are getting into can help them make employable in the future. In other terms, what new things they can learn from their offered position to stay future-ready. So, there is a big change in the mindset from a secured position towards new exciting opportunities.
If you want to overcome your biggest talent acquisition challenges, consider making a switch in the current system, it is not up to the par with the needs.
How often are we as recruiters limiting ourselves just with LinkedIn, overlooking other resources? In this article, I want to push the borders of sourcing and show non-trivial platforms where to look for IT specialists. These resources can be useful