Recruitment is a process, which has to be conducted perspicaciously so as to invite applications from pertinent candidates. The process is not easy as the recruiter may come across one or more of the following challenges.
This is possibly the BIGGEST challenge recruiters have been facing these days.
Because of increase in the unemployment rate, there are copious applications for the only vacancy in the organization. The candidates may be well qualified, but today, the organizations give more importance to interpersonal skills than technical know - how. Besides technical knowledge, the candidate is required to be geek in communication skills, whether they are written or oral. It has been seen that most of the candidates these days lack in in this aspect of their personality. This is why the selection ratio of candidates drops. The candidates are shortlisted based on their degrees, which are more or less similar, but interpersonal skills can only be tested in the interview. So there is wastage of both time and effort.
Nobody can help you to expedite the recruitment process if your recruitment website isn’t mobile friendly! Buck your ideas up!
The recruiters need to be proactive and updated with the current recruitment trends. However, for those recruiters who do have mobile responsive sites, the primary challenge will be ensuring that their application processes develop at a sturdy rate, encouraging candidates to register, upload CVs and apply for jobs over their mobile phones. In the future, more and more interactions will happen over mobile platforms, so recruiters need to start heading in the right direction.
For the process of recruitment to be effective, the recruiters need to be expert in their domain. Today, HR departments of the organizations are shrinking in size. Paltry importance is given to HR division, overlooking the fact that only HR department is responsible for hiring talented workforce for the organization and also for ensuring the retention of skilled employees. Adept people are required to hire adept workforce. The companies need to understand this fact and hence, need to hire best of the talents for their HR division.
OK, so this is perhaps the point which will be the most highly questioned.
As 2016 comes in, the likelihood is that more and more firms will begin accepting online profiles such as LinkedIn for initial applications and referrals. Moreover, recruiters may, in some cases, demand video resumes so that the shortlisting of candidates becomes easy and less time consuming. Gone are the days when the word document is the only way out to shortlist the applicants! Video resumes or LinkedIn profiles act as catalyst for the recruitment process.
Astonishingly, most of the recruitment processes actually operate without any written and lucid recruiting strategy. In such a scenario, recruitment takes place haphazardly. But even if you have a strategy, updating the strategy to meet the need of this new intense global recruiting market, may be the need of the hour. The recruitment strategy must also include a competitive analysis of the competitors to ensure that your firm’s strategy and approach produce superior results and a measurable competitive advantage.
Although it’s certainly exciting to explore new opportunities in recruiting, failing to identify and resolve prevailing recruiting problems may actually have a larger negative impact on your results. Successful recruiter is not the one who effectively completes the recruitment process but the one, who apart from accomplishing the given task, identifies the existing challenges and is proactive to those challenges in future.