The recruitment industry has experienced several dramatic changes in recent years. The reason behind this is the changing job market in an increasingly globalized world, with a new flexible workforce more prone to switching jobs. Moreover, the industry has become increasingly professionalized and increasingly competitive, as it develops beyond its first steps.
It is easy for recruiters to forget about the importance of implementing smart hiring practices. While it may seem simple, hiring the right talent can be overwhelming and challenging. If building a successful business that hires top talents and dedicated people is what you wish, then you need to evaluate your current hiring practices and make improvements where necessary.
Challenge 1: Hiring the best talent in the shortest possible time
As the number of jobs increases, recruiting top talent in the shortest period of time becomes very difficult. Since the competition is stiff enough, you cannot take all the time in the world to find out the best candidate. If you’re not tapping on the best talent first, then you will be left with unfit candidates.
If you have constricted hiring standards, it may take longer to find the right person. Recruiters have to filter through a huge number of job prospects to fit an even higher number of vacancies because they realize the impact that both a good and a bad hire can have on the company and its people.
Solution:
Apply online assessments to your recruiting process to find the best fit. Streamline your hiring process through online recruitment test, which helps you to quickly evaluate your applicants for their behavioral traits as well as key cognitive abilities.
This will not only increase the speed of the recruitment process, in turn, reduces unnecessary costs involved in the recruitment process. Organizations should have a robust talent acquisition strategy as part and parcel for its sustainable growth. By applying better due diligence in the form of screening, behavioral, and cultural profiling, the company will ultimately make better hiring decisions.
Challenge 2: Shortage of Talent
Since the pool of quality job candidates is getting shallower, it is a difficult task to find and attract great talent for your organization. It is discouraging when you think of filling your talent pipeline, and you may wonder how you are going to find qualified people who fit your culture.
We can point to the talent shortage or the time-consuming process for interviewing and hiring, but the reality is it’s the fusion of a number of components that makes hiring employees so challenging and slow. Recruiters who don’t use innovative recruiting strategies are often unable to find the right candidates for open positions. When the position vacancy days are excessive, it will be considered a failure metric in recruitment, and you could end up with no one to fill a job vacancy.
Solution:
Make use of Finely Tuned Recruitment Assessment to Select the Right Candidates Re-evaluate your job description and change it, if it isn’t properly depicting the position.
Implement and use employee referral programs You don’t need top talent if you have effective training.
Challenge 3: Job-hopping and employee turnover
Gone are the days when a graduate gets a job out of university and stays there until retirement or layoffs. Job hopping has become more common nowadays with a simple thought to earn a higher salary, to grow their career, and find a better cultural fit. It’s a fact that the best candidates have it easy where job acquisition is concerned. But, it can be frustrating for companies to know, that new hires will only last a year or two. It’s a great task to engage and retain the staff, especially when a single turnover can have a huge impact.
So, when you hire a person, you could find yourself second-guessing about using best practices in employee testing and selection, as it might drive a candidate away. But also, you just can’t go with evaluating a candidate’s skills and knowledge and skip the behavioral assessment.
Solutions:
Strengthen your recruitment. Determine whether applicants will be a good fit and look like they would like to hang on for a long time. Know the signs when employers lose interest in their current work. Have a personal interaction in the recruitment process. Invest in your time and make career path discussions part of check-in meetings and performance reviews.
Have a talk with candidates to create that sense of importance and appreciation. The more effective way to reduce turnover is by making sure they’re well compensated, and they find meaning in their work, feel appreciated, and ensure that they have a future in your company.
Challenge 4: Incorporating Social Media
Social media is a goldmine for finding and attracting talent; in fact, even candidates find social media to be a better place to search for the right job and workplace. But knowing when and how to make use of social media into your overall hiring strategy can be a challenge.
Social media can be used to post your job openings and recruit candidates and to conduct background checks to confirm a candidate’s qualifications for a position. Most of the recruiters use social media to recruit candidates, but not all are doing it successfully.
Solution: Know how social recruiting works and engulf it into your overall recruitment plan. Participate in the right conversations. Use filters to find the right candidates.
Have a complete brand page that portrays you and come up with tactics to connect with the most qualified job seekers on various social channels. Before you adopt this measure, make sure you understand the legal limits of social media.
Challenge 5: Preconceived notions
Do not let your expectations color your perception of genuine good candidates. One should not allow any bias to affect the selection process, and else key qualities may remain unexplored or ignored.
Solutions:
As fair & just recruiters, one must keep in mind to be non-judgemental about personal decisions, to judge them fairly, and to understand the background of a scenario before making a hasty decision. Preconceived biases have no place in an interview.
Select a candidate based on his strengths and weaknesses and not based on a preconceived idea. Listen to what candidates say without attaching any judgement or any thought that reduces the value of their achievements.
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