What are the Challenges Of Sourcing and Recruiting in today’s world?

 

There are challenges in every profession. This post will cover a few complications recruiters face while sourcing the right candidates. According to the National Federation of Independent Business, 55% of owners and recruiters say it is challenging to find competent candidates for the roles they are attempting to fill. 29% of those who responded to the survey indicated they only saw a few qualified applications, while 26% claimed they received none.

 

These statistics are complex and indicates the challenges a recruiter faces when they look for an ideal candidate. Let’s discuss some of the top challenges in recruiting.

 

Finding Suitable Candidate

 

Finding the right candidate is considered by recruiters to be the primary challenge in sourcing. And unfortunately, the situation isn’t improving much. Many surveys were conducted regarding this issue, and the National Federation of Independent Business informed that 87% of HR professionals conveyed that there are “few or no qualified applicants” for the positions they were attempting to fill. This means that looking for a suitable candidate will most likely result in a talent war with other businesses due to shortages of candidates in the market.

 

According to CR Magazine, 92% of professionals would consider changing professions if they were offered a position with an employer of good reputation and high brand equity. As a result, employers must focus on building their brand to attract qualified candidates. More people will be willing to join your organization if they feel that you are an employer of high reputation and there is a high level of employee satisfaction within your organization.

 

A complex hiring process

 

Providing organizations with exceptional prospects that stand out from the competition is one of the essential success indicators for recruiters and sourcing. And this usually leads to having complex hiring procedures which at the end does not completely help. There is a common roadblock that affects both recruiters and businesses: the unnecessary holdup caused by the quest for the ideal employee. The truth is that they don’t exist.

 

Experience is one of the common roadblocks that lead to such a hold up. The recruiting process is delayed if you have a quality applicant in mind for a position but are unwilling to move forward due to lack of experience. As a result, you risk losing this qualified individual to a rival. There may not be a perfect candidate in the pool just yet, but your teaching and training can make one.  Recruiters and Businesses should work together to smoothen the recruiting process when searching for an ideal candidate so as to not drag the process and lose a valuable candidate because of the unwillingness to take a chance on a potential candidate who may lack a thing or two due to demand in perfection.

 

Expanding the talent pool

 

At the time of Recruiting, there may be situations where recruiters need more sources and data, and it is challenging to start from zero again. Recruiters should focus on developing a pool of competent candidates who can be accessed in the future in case any vacancies should arise. These are candidates who might not be looking to change employment right now, but they could in the future, and those who are looking for work but can’t get it right now. Invite prospective employees to join your talent network so they can learn more about your business as an employer and keep up with the opportunities that are currently open at your company. For your talent network, create a straightforward application form.

 

Cost Savings in Recruitment

 

Cost savings and staying within the budget is challenging in the current environment where competition, identical jobs and ineffective hiring practices consume a significant amount of an HR’s time and money. For instance, reviewing hundreds of possible candidates and examining resumes can take hours or even days. A different amount of time, money, and personnel will be lost if you make the mistake of inviting unqualified candidates to in-person interviews. Your HR staff can concentrate on more vital duties, including employee satisfaction and retention, by having a trustworthy recruiting partner manage all sourcing and hiring procedures. Keeping your employee happy is the finest way to avoid recruiting challenges in the first place. If more efforts are focused on taking care of your employees, then there will hardly be any requirements in the first place which can help cut down recruitment costs and partnering with a recruiting agency can help you do that.

 

Targeting Passive Candidates

 

One of the biggest challenges recruiters face is the lack of availability of active job seekers. Majority of the time, there is a much higher pool of passive job seekers than active job seekers. LinkedIn’s study indicates that 70% of the world’s workforce comprises of passive talent who aren’t actively looking for a job, while only 30% are actively seeking jobs. Scary numbers? The good news is that, according to LinkedIn, most (up to 90%) of these passive applicants are interested in learning about new employment possibilities.

 

We’ve spoken about a few blocks, but there are a few solutions to the challenges. Consider posting job listings on sites you know will attract qualified applicants. Research and target websites that have a high engagement rate. However, that alone will not produce an effective recruitment process. Consider a few non-traditional methods to attract prospects. We all spend time on social media, and so utilizing it to advertise positions or your businesses may attract candidates. You can also attract more candidates by showcasing your culture, rewards, and employee success stories on your website’s career portal. Try to interact offline and online by going to job fairs and hosting recruitment events whenever you can. Using tools like People Search, locating applicants based on geography, talents, and other job-related factors.

 

There are always going to be challenges in sourcing just as there is for any other field. The key is to think outside of the box, keep an open mind and adapt to the every changing environment.