Having the right person in your organization for the right job is an invaluable business asset. However, adding skilled and qualified candidates to your organization is a challenge whether you are a small business that is just starting out or a well established enterprise.
Attracting and retaining top talent is a daunting task for all businesses. But why? Why is it so hard to hire good employees? To add to the hiring woes, the post-pandemic world will also change the way companies recruit talent and organizations will need to quickly adapt to keep up with the changing times.
In this article we will cover the biggest recruitment challenges faced by organizations and the recruitment methods that can offer a viable solution to the same for 2020 and beyond.
Unless you are a well-established brand with a huge global reach, chances are your job postings don’t appear on the radar of the best qualified candidates. Local communities can only take you so far. According to the 2020 glassdoor research report, 76 percent of HR managers admit that attracting the top talent is their biggest recruitment challenge. As technology brings down the geographical barriers even further, expanding your reach into an extensive talent pool is the need of the hour.
A multichannel recruitment strategy that lets you tap into the most qualified and skilled talent. This includes internal and external employee referrals, job postings on your website, social networks, job boards and partnership with vendors and staffing partners.
- Integration with the company’s career page makes automatic updates possible.
- Single click job postings across a wide range of social networks not only expands your reach multifold, the ATS also tracks the sources that have given promising results to make candidate sourcing even more efficient.
- The smart interface provides the perfect touchpoint for third-party vendors and staffing partners, giving you access to an enriched candidate pool.
2. Candidate screening challenges
On one hand, there is a shortage of skilled talent while on the other hand, sorting through the stockpiling resumes and applications and selecting the best talent is a huge task for the recruiters.
Identifying the qualified candidates from the vast pool of applications is something that needs to be done right at the beginning of the hiring process. This will ensure that your recruiters don’t end up losing on vital organizational resources and time vetting out the unqualified candidates.
Applicant tracking software such as MyNextHire comes with in-built features that let you manage requisitions and segregate qualified candidates into your talent pipeline right at the beginning of the recruitment process.
- Add screening questions in the requisitions itself so that only the qualified candidates can move forward and apply
- A skill parser that reads your job description and matches that with the skills of the applicants to ensure that the candidates you shortlist are a good match.
3. Longer time to hire
If you are not hiring the top talent quickly, your competitors definitely are! The longer it takes for the applicant to jump through the loops of the recruitment process, the lesser are their chances of coming onboard. Longer time to hire also results in a poor candidate experience that is detrimental to the corporate brand image in the long run too.
Leveraging technology to speed up the hiring process and automate manual tasks can help remove bottlenecks from the existing hiring process.
Replace the dated manual processes with intelligent automation and innovative solutions.
- Use of recruitment chatbots that integrate within the hiring management system within your organization in the screening process to cut down the time to hire.
- Build a fully searchable recruitment database that lets you access the candidate information you need with a few clicks.
- Set up realistic timelines and identify hard to fill roles that require longer recruitment times. Plan in advance and have a list of passive talent within your database to help you build a solid talent pipeline.
4. Process optimization challenges
Recruiters need to constantly reinvent themselves and the hiring process to stay relevant in the rapidly changing times. For building an optimum recruitment process, the insights from the existing data need to be analyzed and subsequent changes need to be implemented to make it more effective.
Use of data-driven methodologies that leverage HR metrics and analytics to optimize the recruitment process.
Recruitment software like MyNextHire not only collects and stores candidate data in a vital repository, but it is also a valuable source of insights. You need to make the most of these data-derived insights to analyze the current recruitment process and improve it. By measuring every step of your recruitment process, you can get valuable insights and make strategic decisions based on real data.
- Prescriptive analytics on the recruitment data and performance evaluation of the existing processes.
- Machine learning for predictive analytics and determination of future hiring needs in order to work proactively on building a talent pipeline.
- Using data to get an eagle’s eye view of the current status of hiring, identification of bottlenecks within the process and working towards eliminating them.
5. Poor candidate experiences
According to a survey by Careerarc, 60 percent of job seekers have had a poor experience during the recruitment process and 72 percent of them talk to their peers about it. Candidate experience is important not only from the branding point of view, but it also factors in when the top candidates you shortlist are evaluating your job offer.
Find out where your current candidate experience stands and then work towards improving it for giving your hiring process a much needed boost.
An applicant tracking system like MyNextHire can help elevate the hiring process right from setting up an interview to sending over the offer letter and onboarding.
- Set up a regular channel of communication with the candidates to keep them in loop about the status of their application. Nobody likes to be hung out in the air to dry.
- Features such as calendar integrations for scheduling interviews makes sure that no appointment gets missed out on.
- Video interviewing and recording features are more important than ever now that social distancing has become the norm and businesses have been forced to shift their operations over the digital medium.
- Online assessments and mobile compatibility are important contributors towards a positive candidate experience.
Every organization is unique and the challenges faced while setting up and running a streamlined hiring process may differ for every individual business. An applicant tracking system that is customized for your recruitment process and lets you define your hiring workflow can bridge the gap and help you recruit qualified talent faster.
Looking for the ultimate software trusted by a number of industry leaders that can solve all the above mentioned challenges and more? Schedule a demo and try it for yourself.