There are many challenges that you may face while recruiting including attracting the right talent, ensuring a positive candidate experience, and tackling biases.
We have compiled a list of the four most common challenges that face those in recruitment and strategies to help overcome them.
Talent Shortage:
There is a talent shortage facing recruiters in the UK which is driven by rapid technological advancements, evolving industry standards, and an aging workforce. A study by the Open University, of 400 UK businesses have found that 90% reported that they were finding it difficult to recruit employees with the required skills. These shortages can lead to prolonged vacancies, increased competition for skilled candidates, and higher recruitment costs. With a significant impact also being caused to your current workforce, who often find themselves with an increased workload and a decrease in morale and well-being.
So how do you combat this shortage?
By investing in training and development of current employees, you will enhance employee loyalty and retention while also making sure that they possess the necessary skills to meet any evolving job requirements. Alongside this embracing flexible working from WFH to flexy hours can widen the talent pool by attracting candidates from further afield. Your ATS should help you streamline the recruitment process by automating the initial screening of applications, helping to make sure that only the most qualified applicants are considered.
Attracting Passive Candidates:
Passive candidates (those not actively seeking new employment) represent a significant portion of the potential workforce. Often already employed and satisfied with their current roles, these candidates possess valuable skills and experience that can be highly beneficial to organisations.
How to attract these candidates?
Building a strong employer brand is crucial. Companies should highlight their culture, values, and opportunities for career growth. Utilising social media and professional networks to share insights and success stories to help attract passive candidates. Additionally, employee referrals can be a powerful tool in reaching those who might not be actively looking but could be persuaded to make a move. An ATS can track interactions with potential candidates and manage talent pools effectively, including those who are passive. This allows recruiters to maintain relationships over time, personalise outreach, and engaging with these candidates when suitable opportunities arise, enhancing the likelihood of attracting them to the company.
Cultural Fit and Diversity:
There is currently an emphasis on cultural fit as companies seek individuals who align with their values and mission. However, this focus must be balanced with the need for diversity and inclusion. A workforce that is too homogenous can stifle creativity and innovation, while a lack of cultural fit can lead to a higher turnover.
What employers should be doing?
Employers should clearly define and communicate their organisational values and culture during the recruitment process. This helps ensure that potential hires understand and resonate with the company’s ethos. While implementing unbiased hiring practices, such as blind recruitment and diverse hiring panels, can help in building a more inclusive workplace. Training and workshop on unconscious bias can also play a crucial role in creating an equitable recruitment process. CV anonymisation tools can assist in promoting diversity during the initial screening process by reducing unconscious bias. Your ATS can also help you track diversity metrics helping organisations to identify and address potential biases or barriers.
Find out the top cultural fit interview questions
Candidate Experience:
The recruitment process is often a candidate’s first interaction with a company, and first impressions are lasting. A difficult and poorly managed recruitment process can deter top talent, leading them to pursue opportunities elsewhere. A negative candidate experience can harm the employer’s brand and reduce the chances of securing top candidates. Additionally, if new hires feel undervalued during the recruitment process, they may leave shortly after joining, resulting in increased turnover and associated costs.
Creating a positive experience
Streamlining the recruitment process is key. This can include setting clear timelines, maintaining regular communication, and providing feedback, regardless of the outcome. Employers should also consider the entire candidate journey, from initial onboarding, ensuring it reflects the company’s values and respect for the individual’s time and effort. Providing a positive experience can enhance the company’s reputation and increase the likelihood of candidates accepting offers and remaining with the company. An ATS can enhance the candidate experience by providing automated updates, ensuring timely communication, and facilitating smooth transitions between different stages of the recruitment process.
Find out more about improving candidate experience here
From talent shortages, the need to attract passive candidates, balancing cultural fit with diversity and ensuring a positive candidate experience there are many challenges that recruiters must overcome. However, by adopting strategic approaches and leveraging your ATS you can not just overcome these challenges but also turn them into opportunities for growth and innovation.
Book a demo and find out how Hireserve could help you overcome these challenges!
