What are your biggest pain points/challenges with recruiting talent into your organization?
I'm doing some market research for an upcoming training session and would appreciate your input on the challenges and frustrations you currently face with recruiting, identifying talent and making hires for your organization.
In my experience the frustrations depend on the type of position you are trying to fill. My biggest frustrations when looking for creative types is that new technology (software etc.) have made the thinking process too dependent on external/mechanical factors. Therefore, young minds are not adept at problem solving and creative solution seeking. This leads to limited and less creative end products. I realize that you are seeking ore of an HR response, and I am offering more of an educational or systemic frustration, but this is an issue that merits a solution. Good luck on your training session.
First off in the way of background, I have a small manufacturing business with a dozen or so employees. Most of the challenges recruiting talent involve finding good candidates. We are usually hiring for assembly workers, welders or painters and sometimes staff for the office, accounting or receptionist types of things.
We are in an area with a low cost of living but one where shale gas has made the candidate pool smaller. We have a low base pay with a substantial production bonus along with profit sharing and the pay seems to keep the guys we have happy enough but when we advertise and list the pay and bonus the lower base pay is what people see and it does reduce the number of applicants.
Problem one is where to advertise. We have had moderate luck with Craig's List for the lower level positions. Newspaper ads used to be effective for us but seem to be our number 2 choice. We have used Monster.com way back for a plant manager and were swamped with decent applicants. I have not tried Linkedin but see that as a better choice for higher level jobs than what we usually hire for.
The biggest problem is finding quality applicants. Good people have jobs and our pay scale is not enough to lure them away. We do a short test for both office and production people. It is around 10 questions and takes 10 minutes. That has helped. For example because we sell fairly large machines nationwide (and worldwide) some knowledge of geography is helpful. One of our office staff questions is "Name 3 states that start with the letter C?" It amazes me how many times we get something like 1. Connecticut, 2. Chicago, 3. Canada for the answer. The short tests we use have been very helpful in helping us to identify those with talents that will let them be successful.
The other big problem is finding people who are going to be reliable and show up for work when they are supposed to. We seem to end up with people who are too hung over to work at least once or twice a week.
Great question. In my opinion, time is the greatest challenge when hiring. Hiring can be a long, tedious process and for solopreneurs, they have little free time to sort through hundreds of applications or screen candidates over phone interviews. Going through a recruiting company is a time-saver but they can be costly, which is why I think many small business owners try to be patient and hire themselves. Business.com wrote an article comparing recruiting services, doing it yourself, and more and more job sites that are starting to pop-up and can help streamline the hiring process. Here's the article for reference: Hiring: DIY or Recruiting Services
My challenges include:
1) Lack of prior employers willing to give a reference for a candidate.
2) Unqualified candidates who do not read the ad
3) Restrictions on questions that can be asked in an interview
4) Candidates that are using your offer only for leverage to get a better deal from their current employer
5). High cost of placing ads
We work with global IT companies, for example. The main problems they most often come to us with are:
- Fast and efficient filling their talent pipeline
- Being limited to specific territories and unable to attract the best global IT minds based on skills needed, not on geography
- Attracting and retaining the top global IT specialists, what company perks to offer
- Ways of hiring their candidates worldwide (after selection)
- Ways of paying their IT staff
- Employing IT talent immediately when the need is really urgent and an important ongoing project should be completed fast
- Engaging several IT specialists dispersed in different countries of the world,
and many more - https://www.expressglobalemployment.com/it/.
Many people use resume writing services. This improves the quality of the resume, increases the chance of getting a job. My friend turned for help to https://resumesarea.com/cv-writing/ and sent his CV to different companies. And got a job.
Following are the main problems that modern recruiters face:
Labour market competition: Same candidates are approached by a large number of recruiters simultaneously. Hence, employer branding is very important to come out from the noise of so many recruiters.
Candidates have multiple offers: Talented candidates have multiple offers at a time. So they can be totally selective about their future jobs.
Recruiter - Hiring manager relation: There is a communication gap between recruiters and hiring managers. Regular meetings must be conducted to ensure both’s work, thoughts and ideas are aligned together.
Millennial generation: Millennials have a very different set of characteristics from that of their previous generation. They are very much tech savvy, are open to communication, need their own space etc. They give priority to their own needs than their organisation's and quit jobs very early. This is creates work pressure on recruiters and hiring managers.
Technology gap and analytical skills: Sometimes, recruiters and hiring managers are not much technology friendly or even if they are, they lack analytical skills to break down the data obtained by using tools into useful information.
Transparency in the application process: If the company doesn’t provide the candidate with the information related to their job, work culture and the process then the candidates get confused and are don’t trust the company.
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