The COVID-19 pandemic, technological advancements, and an increase in demand have led to issues within the hiring process. Multiple industries have been hit harder by these problems but, in the end, the ability to hire qualified individuals is at the root of the problem and the solution.
When recruiting candidates, there are 6 main problems:
- Poor candidate engagement.
- Varying candidate experiences.
- Attracting candidates.
- Having a slow hiring process.
- Not establishing a good brand as an employer.
- Ignoring data from previous hiring experiences.
The issues in recruitment can and should be fixed. Solutions for those 6 problems are easy to find, though a bit harder to implement. Still, it is possible. Doing so will increase the speed and quality of hiring candidates for any position.
Poor Candidate Engagement
Sometimes related to an employer’s brand, many recruiters and companies focus more on the speed of the hiring process. They often don’t consider the level of engagement the candidate has in the process itself. This can be fixed through good, consistent communication. Inform him or her about when they can expect contact for each step of the hiring process.
Varying Candidate Experiences
A poor experience for a candidate can not only hurt a business’s application-to-hire ratio but hurt their reputation as well. Candidates who have a bad experience are likely to tell people they know. This could lead to a spread of negativity regarding the business, thus potentially affecting future applicant numbers. Alternatively, a positive candidate experience could lead to word-of-mouth recommendations and the applications of more qualified candidates.
Attracting Candidates
To refine applicant lists with a mix of qualified and underqualified candidates, there are a few things to be done. Being clearer in job postings, using positive recommendations through previous candidate experiences, and sharing openings on social media are some solutions.
A Slow Hiring Process
Demands in hiring have increased significantly, putting more pressure on the hiring process. The ideal process will be fast and efficient. One solution to speeding up the process without losing quality is to remove unnecessary or time-consuming elements when possible. Automated tools are becoming mainstream to aid in this. The most beneficial of these are online assessments for technical and soft skills, preferably at the beginning of the process.
A Poor or Non-Existent Employer Brand
Social media is a big advantage for establishing or raising an employer’s brand. Candidates have become more concerned with things like company culture. If they see that a company doesn’t treat their employees well, they won’t apply for open positions. Transparency is a tool that should be utilized to help with this.
Not Using Data
The candidate pool for every job posting will likely be different. However, knowing what kinds of candidates are applying, are being excluded, are from certain areas of the world, and so on are statistical elements that can be implemented. Every job board has an option to see information regarding the applicant pool. Taking a look at that for previous postings can help recruiters change elements in their hiring process that can benefit future candidate pools.
