How to Solve Modern Day Recruitment Problems

female and male recruiter discussing in front of a male job applicant

Different companies face different recruitment problems, but some issues remain universal. These common concerns affect companies from different industries, across all levels of the organizational structure. They may seem simple, but the right solutions often require a revamp of the current recruitment process.

From blind hiring processes to recruitment automation, hiring managers and recruiters can have their hands full. The additional pressures from common challenges faced in talent acquisition can pile up. But finding effective and simple solutions to these issues greatly improves your recruitment process, as well as your chances of hiring qualified talents.

Learn more about the usual recruitment issues in today’s competitive hiring environment and possible solutions to these problems with Skillfuel.

Common Recruitment Problems and How to Solve Them

Finding solutions to the biggest problems faced by recruiters means understanding their root causes and impacts. Some issues may be more common to particular industries or set ups, while others are experienced in a more general sense. Knowing the particularities of such problems, as well as your standing as a company, makes finding sustainable solutions much easier.

Here are some of the most common recruitment issues companies face today and how you can solve them:

point of view of listening to a male recruiter on suit talking

Attracting attention

Recruitment is as competitive as hunting for jobs nowadays. This is why a company has to put in the same effort that top tier candidates do in their applications. Doing so solves the major recruitment problem of getting noticed by the right candidates.

Aside from developing a strong career page builder, building your employer brand attracts the attention of potential applicants. Think of it as building your reputation. Applicants are more likely to flock towards companies that are positively perceived.

Building your brand doesn’t necessarily mean spending loads of money on advertising. The goal here is to show candidates that your company has a good culture, one that allows them to grow and see the impacts of their careers. Some of the simple yet cost-effective ways to build your employer brand include using social media to share employee stories and creating LinkedIn posts that relate to your preferred candidates.

If you’re building your employer brand, you can follow these core principles:

  • Use Storytelling– Humanize your brand by declaring your beginning, mission, vision, and core values.
  • Voice Out Advocacies – Use social media and your website to join causes that your organization supports.
  • Highlight Employees – Post employee engagement activities and commend your top performers on your social media accounts.

Manager looking at many different cv resume and choosing perfect person.

Engaging the right candidates

It will be difficult to stick to your candidate profile if you’re working with a limited pool of candidates. Without qualified applicants, you won’t be able to hire a person who can execute all the duties and responsibilities of the role.

If you’re having trouble landing qualified candidates, review your filters, training program, and employee referral programs.

  • Re-evaluate Your Candidate Profile – you might be asking too much, too soon from an applicant. Review the must-haves and nice-to-haves in your candidate profile to ensure that your requirements aren’t too restrictive.
  • Formulate a Training Program – If you need candidates with skills that are hard to come by, consider creating a training program for the applicant. This offers two advantages: you can build a bigger pool of candidates and have the peace of mind that the recruit is adequately equipped for the job.
  • Create an Employee Referral Program – Your top performers likely have peers who share the same skill set and work ethic. Moreover, workers would only refer candidates that reflect well on them. To beef up your pool, launch an employee referral program with attractive benefits.

Job candidates with resumes queuing up waiting for interview

Competing with other companies for the best talents 

These days, talented applicants will often have multiple offers at the same time. If there’s something worse than losing customers to competitors, it’s losing top talent to more compelling recruiters. If you have a high offer rejection rate, a tiresome recruitment process or lackluster compensation package may be to blame.

A good way to ensure that you’re part of a candidate’s top choice is to engage them. This means giving them a great candidate experience that leaves an excellent impression. From the submission of their application to the interview, everything should leave a lasting impression.

Out of all the things on your hiring process, the interview is the best avenue to leave a positive impact on your applicants. Making sure that they have a pleasant experience while getting to know your company goes a long way. Of course, optimizing your interview goes beyond using a recruiting interview scheduling tool–although that can go a long way!

To give your interview a lasting positive impression, make your process a two-way conversation. Allow candidates to get to know you. Give them an overview of the culture and how it represents your values. Let them see how your company functions and who they’ll be working with. Most importantly, be prepared to have an authentic conversation with them.

women job applicant answering a test on the wooden table

Ensuring a fair and accurate testing process 

One of the biggest challenges faced by recruiters is making sure that each candidate is assessed fairly and accurately. Every individual brings their own set of skills. During the hiring process, it is the recruiter’s responsibility to assess every candidate meticulously but appropriately.

The results of a fair and accurate test show if an individual is right for the job. These results refer to two things: skill assessment and personality assessment. With an excellent testing process, you should be able to see if the candidate is the perfect fit for the position–both in terms of skill and culture.

The best way to make sure that you get fair and accurate results is to use a wide range of testing processes. Keep in mind that each position requires different skill sets–so it’s important to use an assessment that measures the key competencies for each position. Today, there are a variety of assessment tools available, so you can have an easier time optimizing your tests.

Improving hiring speed 

Having a slow hiring process is one of the biggest recruitment problems today. A slow recruitment process wastes time and money. It also causes delays in the company’s operations. With an incredibly drawn-out hiring process, you’re more likely to miss out on quality employees.

If you’re aiming to improve your hiring speed, there are two factors to consider:

  • Industry – Some industries do take a long time to hire, especially for senior positions. If you are assessing your hiring speed, consider the average hiring time in your industry and use it as a baseline.
  • Necessity – Assess your hiring process and check the intent of each stage. From there, check if each part is a necessary step.

You can get a lot of valuable insights from these two factors alone. Of course, it’s also important to consider how hiring speed is an indication of your overall recruitment process. This is why it’s important to look at things holistically when assessing these factors.

Hands of recruiter typing on keyboard automation of hiring process concept

Automating your hiring process 

Efficiency is a recruiter’s best friend these days. With tons of applications, interviews, and other responsibilities on their plate, finding a way to easily manage administrative tasks is important. This is especially true for smaller teams.

A great way to make your recruitment process much easier is to automate certain tasks. From sorting potential candidates to scheduling interviews, your hiring managers will often have several responsibilities on their plate. Working with a web-based recruitment software that allows the automation of routine processes allows them to prioritize more important tasks.

With an automated hiring process, your recruitment team can easily avoid the problem of being overwhelmed. An efficient automated system allows for faster and more accurate hiring too! This means less wasted resources and higher productivity for your company.

Automating your hiring process is essentially optimizing it for this highly competitive modern day recruitment field. With an optimized recruitment process, you essentially erase much of the common problems and issues recruiters face. This allows you to concentrate more on your company’s trajectory and goals.

Solve Common Recruitment Issues with Skillfuel

Skillfuel is your partner in formulating an effective talent acquisition process. As an all-in-one HR recruitment software, it enables you to create an optimized career page and post ads on multiple social media platforms. You can screen applicants, track recruitment progress, and match candidates with the perfect vacancy.

Discover how Skillfuel will transform your recruitment process. Start working with us today!

Get rid of manual processes with our recruitment automation tool.

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