As a recruiter, you’re expected to find qualified candidates to place into available roles that match their experience, skills, and background. You must also attend meetings, check references, collect documents, and maintain relationships with the company or client you’re hiring for. With so many variables, it’s no surprise that there are a number of challenges faced in recruitment. These challenges can become even more difficult when recruiters are working remotely.
Recruiting teams must quickly adapt, refine processes, and create new ones to make interviewing and hiring work through any channel. As you know, remote work isn’t going anywhere. In fact, 70% of professionals agree that virtual recruiting is becoming the new standard. Utilizing technology to enhance recruiting is a must. Talent acquisition solutions, like customer relationship management platforms or an applicant tracking system, can reduce the time to hire by 40%.
6 Major Challenges Faced In Recruitment and How to Solve Them
1. Remote Candidate Sourcing
Traditional recruiting methods, like job fairs, are no longer the most effective way to source candidates. Recruiters need fast recruitment methods to source the best talent possible. This can lead to various challenges in talent acquisition for several reasons, including increasing candidate skills gaps. As a recruiter, you’ll be sifting through candidates who don’t have the necessary skills for the job. This can be an arduous process.
Recruitment technology virtually (no pun intended) eliminates the hassles of in-person recruiting or manual job board data entry:
- Virtual recruitment is highly effective when used with communication platforms like Microsoft Teams and Slack. Tools like video chat platforms and applicant tracking systems are excellent ways to conduct interviews and gather online assessments.
- Digital candidate sourcing and matching technology expedite recruitment processes like never before. An ATS can even be integrated with job boards. You can also use keywords from the job descriptions to automate candidate harvesting through social platforms, like LinkedIn.
- An HRMS (human resource management system) bridges the skills gap by offering customizable training and learning modules and mentorship opportunities for candidates of all skill levels.
2. A Poor Candidate Experience
Creating a positive candidate experience is not one of the newer challenges faced in recruitment. But it has become more difficult with the increase in virtual recruiting. It is vital to focus on improving the candidate experience because 75% of newly hired employees say that a positive experience influenced their eventual acceptance of the job.
The beauty of virtual recruitment tools is that they can make everything, from harvesting candidate resumes to requesting interviews, an automated, streamlined experience. It also promotes a transparent communication process, which is a great stress reliever for candidates. Automated tools are an accurate and fast way to connect the right candidates with the right jobs—without wasting time.
Here are a few other ways technology improves the candidate experience:
- An Applicant Tracking System can quickly connect qualified candidates with open jobs, saving candidates from unnecessary interviews or paperwork.
- A digital hiring management system can automate interview scheduling with the click of a button. This fast-tracks interview scheduling and assessment requirements without any back and forth.
- In turn, integrated interview feedback tools provide automatic feedback quickly, saving considerable time and stress for candidates and hiring managers.
3. Making Data-based Recruiting Decisions
Most recruiters struggle to analyze data in a way that gives hiring managers options they can act on due to the unavailability of required tools. Trusting your instincts when hiring is, therefore, the biggest challenge faced in talent acquisition.
Make the most of Al and automation in hiring. Artificial intelligence (AI) can be programmed to filter a sizable pool of applicants and only suggest those that pass the screening to the hiring team.
One can also use predictive analytics to keep ahead of the competition or talent war. By analyzing the data of current employees, recruiters can learn what to look for (or watch out for) in future hires. Finding out which skills, characteristics, and personality traits are linked to improved retention is further advantageous.
4. Overcoming Discrimination in Hiring
In order to choose the best candidate for the job, a company must provide all candidates equal opportunity. Additionally, it is required by law and is a great method to interact with others without discrimination. Implicit biases are one of the reasons why many organizations find it difficult to hire candidates from diverse backgrounds. By conducting objective hiring, your company will benefit from an inclusive staff and the right candidate for the job.
The most straightforward answer, given the advent of hybrid recruiting, is to involve other team members in conducting interviews, either in person or electronically. ATS also has integrations with video-interviewing platforms to make recruitment more accessible.
Employees always view candidates somewhat differently than recruiters do. They might see things that recruiters miss, such as hidden personality defects. Use personality tests to weed out biases so decisions are based on data instead of preferences.
5. Prioritizing Diversity and Inclusion
Demand for equity and inclusion in the workplace is louder than ever. Steps have been made in the right direction, but progress has been slow, leaving D&I as one of the most significant recruitment challenges. However, companies are finally accepting that this is an issue they must address, because:
- 77% of talent professionals agree that recruiting culture must prioritize diversity.
- 47% say that hiring managers are currently not held accountable for interviewing a diverse pool of candidates.
- 3 out of 4 American job seekers are selectively seeking out companies that are outspoken about empathy, diversity, and breaking down discrimination barriers.
As a recruiter, you have the opportunity to set an example and be a catalyst for change. By educating recruitment teams, committing to an ongoing review of processes, and actively working to add inclusivity at every level, recruiters can overcome this challenge. Technology, like an applicant tracking system, can help recruiters do this in a few ways:
- Rethink existing recruiting and hiring processes – diverse interview panels will help recruiters hold each other accountable. Data-based reporting can help keep recruiters on track to their diversity goals.
- It allows you to comb through recruiting trends using talent analytics and reporting methods. This helps you determine where hiring biases have been the most prevalent. In turn, it helps you avoid following this same pattern.
- An applicant tracking system (ATS) also helps reduce bias by utilizing a specific set of metrics in recruitment. By utilizing artificial intelligence and relying on data, you eliminate the risk of human bias. This can be done through key features like anonymous feedback, filters powered by AI algorithms, and the ability to “hide” specific demographic data.
6. Standing Out in a Volatile Market
In the recruitment space, there’s always discussion about whether it’s an employer’s or a candidate’s market. While most assume that the current recession means it’s an employer’s market, leaning back on this mindset will cause recruiters to miss out on key talent that will bring in and boost revenue. While this is one of the less apparent challenges faced in recruitment, it remains one of the most impactful.
Candidates are being selective in their job search – not just taking the first job that comes their way. This is a recruiting trend that we will continue to see, so recruiters must do everything in their power to attract and retain the best talent. This is best done with a modern, AI-powered Applicant Tracking System that can quickly and accurately connect qualified candidates with the best jobs.
This platform allows recruiters to find the best candidates quickly, increasing the odds of securing the right talent before another company. It can also scour resource pool employees through keyword analysis, offering recruiters a chance to scoop qualified candidates up before they hit the job market. These tools not only streamline scheduling and data entry processes, but also provide instant interview feedback, resume analysis, and more.
Oorwin as an AI-enabled platform takes care of all the aforementioned challenges. Sign up for a free trial to solve them today.
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