The Eight Biggest Challenges Facing Recruiters by Mark Stephens
The end client recruiter faces the daunting task of trying to understand what tools and services are out there. After much innovation, there are hundreds of potential solutions to the problem of how to get your job filled.
Unfortunately, amongst the very good ones, there are also some very poor ones too. From Job Boards to aggregators, to social media, to sponsored advertising, to agency recruiters, to resourcers, to RPO’s … the list goes on.
Accept that each job requires a different set of solutions and the problem is magnified.
The challenge is to find the best combination of advertising media and technology and apply the appropriate process in order to get the job filled in the most efficient and cost-effective manner.
Identifying a tool or service that can centralise all your recruitment activities will bring some sanity to this challenging problem.
Ineffective administration time and duplication of effort are what soaks up the vast majority of a recruiters time.
In particular, sourcing potentially suitable applicants and reviewing CV’s and profiles can take hours, if not days. When calculating the cost per hire metric, many recruiters fail to factor in the time that they spend on administrative aspects.
Finding ways to get more good quality applicants into your shortlist, in the fastest possible time, is essential. As is managing an efficient way in which you reject unsuitable applicants quickly while protecting the corporate brand.
A good recruitment management system will dramatically reduce time in many administration areas.
Company Brand is all about reputation. A style, a logo, or a company image doesn’t mean anything without a reputation that inspires trust. You can start to build trust in your brand by providing a great candidate experience.
Understanding how to execute this properly seems to be one of the biggest challenges for employers.
The person doing the recruitment may well have a priority to get the job filled over and above anything else. The business owners’ priority is always to find the best-suited person for the job. That is because they realise the impact that both a good and bad hire can have on the company and its people.
PWC and KPMG surveys estimate the cost of a bad hire that leaves in the first year of employment to be double the salary paid to that individual.
By applying better due diligence in the form of screening, behavioural and cultural profiling, the company will ultimately make better hiring decisions.
Every recruiter is looking for the secret sauce to this challenge.
Poorly written adverts that are not well optimised and not advertised effectively are at the centre of many companies problems.
Long-term strategies to build talent pools and to establish relationships with quality individuals is something that most companies struggle with.
My first point here is that this is the wrong metric to measure. Notice periods are beyond the recruiters’ control. So time to offer is a far more sensible metric to assess your performance on.
Jobs are filled more quickly, ensuring that good candidates do not get lost during the process.
Recruiters need to generate simple, accurate reports that allow them to measure performance and establish areas for improvement.
What doesn’t get measured, doesn’t improve, but measuring the right components is equally important. A good recruitment management system will provide you with detailed reports and set you on a course for improvement across all areas of your recruitment activities.
Many companies look at cutting back agency costs, but a good candidate can repay that cost several times over.
However, if you can recruit the same or better quality directly, then you should do it. Having the right tools, systems and processes are critical. You also need to do your homework, not just in regards to your generic approach, but for each individual campaign that you run. If you deploy the wrong tactics to a role, there is a good chance that you will end up paying twice.
Many fixed price solutions are able to offer extremely good value for money when it comes to your media advertising, and some come with outstanding management systems that can help you to address many of the other challenges that recruiters face.
Get online demonstrations and ensure that you look into their fulfilment rates and case studies for clients in the same sector or with similar challenges to your own.
Our eBook ‘8 Biggest Recruitment Challenges’ dives even further into this topic, download it for free here.
Mark Stephens has worked within the recruitment sector for nearly 20 years both in-house and agency side and more recently within the technology environment. Mark is a serial entrepreneur and is the founder of Smart Recruit Online, the Recruitment Alliance and The HR & Recruitment Resource Library. Dedicating his time since 2007 researching the online recruitment sector, Mark is regularly published and quoted by leading industry publications.
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