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Top 5 Threats in Recruitment – and how to overcome them


By Dominic Chapman / February 02, 2017

Top 5 Threats in Recruitment – and how to overcome them


In 2016, business owners and recruiters both in-house and external are facing several issues when it comes to recruiting talent. Over time, these problems can prove to be a real strain on company resources. We’ve identified the toughest, most common challenges that recruiters and HR professionals are currently facing and have created this guide to help you beat the biggest issues that will impact your business this year.

Tough Competition

The REC (Recruitment and Employment Confederation) represents over 8,000 recruitment agencies in the UK. How do you cut through the noise when recruiters are all vying to headhunt the deliver the perfect individual for their clients? Find out what makes your company culture unique and promote it. Find a space in the mind of your audience and occupy it; promoting life at the company by posting regularly the experiences people have there to raise your employer brand profile. Employer branding is a handy tool that will push your company into a unique position in the market; the experiences Apple’s employees have while working at the company will be different to those working at Google. Every organisation no matter the size will offer a unique set of benefits to the employee.

How does your team interact outside of work? Think of all the activities you do that keeps the team a team – do you have a company sports team? Maybe you all get lunch regularly? It’s important to for your brand to feel human if you’re looking to attract passionate workers. Make an effort to promote your team regularly.

Finding Qualified Candidates

It is now harder than ever to find candidates that match the whole skillset required for a job profile. Skill gaps exist in every industry; new hires will require extra training to perform well in the role. If you’re finding yourself with a lack of qualified candidates to bring on board, focus on discovering raw talent, untapped potential and great personalities, then decide to build upon their existing skills. It is important to maintain a realistic approach to hiring – hope for those fabled top performing, golden candidates but prepare for reality to hit you. You’ll realise that you’re faced with non-perfect humans who can learn on the go.

The key to navigating industry skill gaps is to find a candidate with qualities that will provide themselves with a positive start in the role: skills such as self-motivation, communication and adaptability. By choosing someone with a great attitude and the right starter skills, employers and team managers can mould and shape a candidate’s training. Opt to make long-term investments and cultivate talent from within, which often achieves better employee retention rates than companies that expect too much from their candidates, too quickly.

Long Processes Lose Candidates

The hiring process can take months. With an abundance of CVs to go through, lengthy interviews to conduct and a final important decision to make, candidates can get lost in the process. When the selection process takes too long candidates can become disillusioned and even frustrated with the company for not updating the candidate enough. This raises the other issue of recruiters not possessing enough time to keep applicants informed, with many unsuccessful candidates left waiting to hear back. These issues can be more harmful to a company’s employer brand than most realise and the solution lies within the use of HR technology: leveraging new software tools can help employers cross multiple stages of the interviewing process at once. Video interviewing technology can help a team find the right hire in less time while also notifying candidates of their progress in the interview process, see this as customer relationship management for your employer brand.

Applicant Volume

In 2016, Goldman Sachs received 250,000 student job applications. The bank hired only 9,700 people across all levels last year, an indication of how overpopulated the job market can get. With so many applications it is difficult to imagine half of those actually getting looked at, and easy to imagine the number people that go unnoticed (which could be you!). When a company is overloaded with applications, things can get messy. Unfortunately, this problem is common for organisations of all sizes and can feel more of a curse than a blessing, if not handled properly.

Managing a high volume of applicants for a limited number of open roles can prove overwhelming for many, more often than not CVs are thrown away without being seen due to the high levels of interest for every vacancy. Newly appointed or first-time managers with no HR team will struggle with this the most, but there are a few helpful tips to make managing applications a lot easier: keeping a log of applicants, defining the candidate criteria before beginning to shortlist and conducting group interviews. In truth, handling a large job vacancy is going to be tough on your time and resources, but interviewing technologies now exist to make the process lighter, more efficient and more effective. Adapting a company’s HR process to accommodate new time-saving technology can alleviate the shock fast-changing job market, and improve the way recruitment is carried out.

Client (Mis)communication

The benefit of outsourcing recruitment to an external company is an attractive idea, with the premise that you will receive a great job candidate vetted by a dedicated team of professionals. However, many of these companies fail to understand the basic needs and requirements of their client, even less so the company culture that their selected candidate is about to join. The issue here is the lack of understanding of the bigger picture; the best recruitment companies will have a grasp of the company’s environment, candidate’s skill level requirement and responsibilities of the role before conducting the selection process. Communication between the recruiter and client is crucial to satisfy the needs of the business.

The biggest challenge in general is that many companies view hiring as a secondary function of the business. Ease the stress of hiring by involving the whole team, team communication tools will allow for mass communication and will help companies make the right decision together. Who’s going to know who will suit your own team better than your own team? Recruitment is a rapidly changing landscape and technology is accelerating the process even faster, where there is an increasing need to reduce employee turnover and create a unique working environment that people will aspire to work in.

2016 has been an incredible year for recruitment and HR – companies like us are creating exciting new platform for teams to connect and find incredible business talent that works for the whole company. We’ve created technology that will offer new ways to hire and achieve better results, faster and for free.

Visit www.StemX.co.uk to sign up for free access today.