3 crucial modern-day hiring challenges and how to beat them with technology

HIRINGKajol Aikat | 16 Jun 2021, 05:03 PM | Views: 79

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Recruiting and retaining great personnel is a difficult endeavour for any company. But why is that? Why is it so difficult to find qualified employees? To add to the hiring challenges, the post-pandemic world will transform the way businesses attract talent, and businesses will need to react swiftly to stay ahead of the curve.

Having the right person for the right job in your organisation is a priceless commercial asset. Adding talented and qualified people to your organisation, whether you are a tiny business just getting started or a well-established company, is a problem.

Recruiting and retaining great personnel is a difficult endeavour for any company. But why is that? Why is it so difficult to find qualified employees? To add to the hiring challenges, the post-pandemic world will transform the way businesses attract talent, and businesses will need to react swiftly to stay ahead of the curve. Let's dig in!

1. Candidate identification
Unless you're a well-known company with a large global reach, your job posts are unlikely to be noticed by the top qualified individuals. You can only go so far with local communities. According to the 2020 Glassdoor research report, acquiring top talent is the main recruitment problem for 76 per cent of HR managers. As technology continues to break down geographical barriers, broadening your reach into a large talent pool is becoming increasingly important.

Solution
A multichannel recruitment strategy that allows you to reach out to the best and brightest candidates. Internal and external employee referrals, job posts on your website, social media, job boards, and collaboration with vendors and staffing partners are all examples of this.

Methods

• Automatic changes are feasible thanks to integration with the company's career page.
• Single-click job postings on a variety of social media platforms not only increase your reach by a factor of ten, but the ATS also keeps track of the sources that have produced promising results, making candidate sourcing even more efficient.
• The intuitive interface serves as the ideal interface for third-party vendors and staffing partners, allowing you access to a larger pool of candidates.

2. Candidate screening
On the one hand, there is a scarcity of experienced workers; on the other hand, screening through the voluminous resumes and applications and picking the finest candidates is a monumental task for recruiters.

Solution
Choosing the most qualified candidates from a large pool of applicants is something that must be done right at the start of the hiring process. This will save your recruiters from wasting valuable company time and resources weeding out unqualified individuals.

Methods

• Include screening questions in the requisitions themselves so that only qualified people can apply.
• A talent parser examines your job description and compares it to the capabilities of applicants, ensuring that the candidates you shortlist are a good fit.

3. Turn around time
If you don't hire top people quickly enough, your competition will! The longer it takes an applicant to navigate the recruitment process, the less likely they are to get hired. Longer hiring times result in a poor candidate experience, which is bad for the company's brand image in the long run.

Solution
Using technology to automate manual operations and speed up the hiring process can assist eliminate bottlenecks in the current employment process.

Methods

• To reduce the time to hire, use recruitment chatbots that interface with your organization's hiring management system during the screening process.
• Create a fully searchable recruitment database that allows you to quickly access candidate information.
• Set realistic deadlines and identify difficult-to-fill positions that will take longer to fill.