Top 10 Challenges Faced By Recruiters in Hiring

Hiring and recruitment are the necessities of any organization. However, screening, interviewing, hiring, and retaining employees are among the most significant challenges the hiring industry is always posed with. If you are a recruiter facing challenges finding suitable candidates and closing positions, this article may be helpful.

Here we discuss the top 10 challenges faced by recruiters in hiring. Everyone in the hiring and recruitment space can relate to at least a few of these challenges.

 

 

 

1. Unclear job requirements 

Not all organizations make the job requirements clear. A copy/paste of an earlier requirement, not fine-tuned to the current opening, makes the life of a recruiter hard. One of the most significant challenges as a recruiter is dealing with unclear job requirements.  

In most cases, recruiters also get pressured to close positions quickly. And, without a clear understanding of the requirement, it is not possible to shortlist resumes that exactly match.  

Solution

A solution to this problem can be making job titles to the point with a strong and attention-grabbing summary. There should be a proper outline of the job, all the hard and soft skills required, and the salary range.

2. Shortage of resumes 

Overall, it may look like recruiters are flooded with resumes. But the question is, how many of them are updated & live with recent data?  

We rarely see profiles that are 100% updated, and almost every time, the first thing a recruiter has to ask the candidates is for an updated resume. Such hurdles need to be crossed to shortlist resumes effectively. Therefore, the effort is highly detailed.  

Solution

The recruiter should use software or an application that screens out, or filters resume according to the company’s requirement. There are many such softwares available on the internet. If these things seem tedious, Webpipl has recruitment as a  service model that makes recruiting candidates a cakewalk for recruiting companies. 

3. Extended amount of time spent in sourcing resumes 

Most recruiters spend a lot of time searching for perfect resumes, which are irrelevant. Recruiters must mail back and forth at least a dozen times to source resumes that match the requirements. This extended amount of time drops productivity by a considerable margin. 

Solution

Technological advancements in the recruitment process can help shorten or shorten the time of finding the required resumes. The hiring team must use new age technologies like resume sorting applications and video interview tools to accelerate the recruiting process. Webpipl’s best in the industry products, like Video interview software and Interview as a service, help fast-track these processes.

4. Lack of qualified candidates 

There is a shortage of quality talent today, one of the biggest hiring challenges recruiters must overcome. A 2016 report by Jobvite confirms that 87% of recruiters find it challenging to source qualified candidates. Most qualified candidates do not settle for what is already available. Instead, they choose from two to three job offers they have in hand. Most qualified candidates are already hired and reluctant to make a switch. It is difficult to catch hold of qualified candidates in a short period because they get recruited fast. 

Skill Shortages and Depleted Talent Pools

Finding the right candidates for roles can always be challenging, but it has become even more complicated over the past few years. This is one of the main reasons our clients cite for seeking a recruiter’s services, often because they could not find the right talent despite their efforts. 

Part of the issue is that there aren’t enough candidates with certain skill sets, particularly those with in-demand tech skills like cybersecurity and software/app development. Many of these candidates aren’t actively job hunting and won’t be found in job marketplaces or may ignore messages sent through platforms like LinkedIn. 

Exploring alternative sources of talent and revising your qualifications to target only the most necessary for the job are ways to solve this problem. When candidates matching your needs don’t exist, you’ll need to decide which core skills you’ll hire for and which you’ll train the new hire on once you find them.

Insights from Archie Payne, CEO, CalTek Staffing

Solution

The job description must be attractive enough to attract the required candidates. There may be a shortage of talented candidates, but a shortage of proper recruitment strategies is also there. The hiring company should conduct a meeting and properly strategize the process with the board members’ help before proceeding. Moreover, getting help from companies like Webpipl will help the recruiting company, in the long run, get hands-on with the required candidates with the required skill sets and personality traits.

5. Fake or proxy interviews 

The pandemic has drastically impacted every industry in a unique proportion, and the recruiting industry is no exception. Though fake or proxy interviews are not new, their frequency has increased. This is primarily due to virtual interviews becoming the norm in the work-from-home culture.  

There are cases of proxy interviews where a candidate could be posing on video and responding to questions via ‘lip-synching.’ At the same time, the audio would come from a different person who is not even in the frame. Thus, recruiters must remain vigilant and ensure they prevent these things. 

Solution

The only solution to this problem can be selecting experienced personnel and industry-experienced panelists during the interview rounds. Webpipl’s team of over 5000 recognized panelists helps choose the right candidate for the role.

6. Poor interview-to-hire ratio 

An ideal interview-to-hire ratio is 3:1, meaning a recruiter hires one candidate for every three interviews. But most recruiters are not able to meet this ratio. The recruiter schedules the interview after careful pre-screening only to see a low show-up rate for the interview. Yes, there is a no-show rate of at least 20-50%, irrespective of whether it is an in-person interview or a virtual interview. This hurts the finances and the amount of money the companies spend on hiring. In addition, as the time to close a position increases, the recruiter’s productivity decreases. 

Solution: The interview-to-hire ratio can be poor due to multiple reasons. The hiring team must strategize an excellent plan before hiring candidates, from designing great-looking recruitment templates to conducting a fair interview process.

7. Offer to onboard ratio 

This is even tougher to achieve as compared to the Interview-to-hire ratio. Accepting an offer by a candidate does not mean the position is closed. Not all candidates who accept the offer letter might join the company. Well, there are numerous reasons and some of them could be like accommodation not available, work-from-home not available or maybe they have an offer letter with a higher salary. But think about the time recruiters spend shortlisting/screening/scheduling/following up & extending the offer letter. Statistics state that 68% of candidates do not join after getting an offer letter, a real challenge the recruitment industry faces. 

8. Dropouts & offer declines  

After a candidate finishes the initial rounds, they might drop out in the middle. For the recruiter, the person-hours spent with such candidates are gone forever. The entire exercise has to be done again. Some candidates who manage to stay until the offer rollout decline the offers. Again, they drop out after getting the offer letter because they are getting better pay.

Solution: The creation of a job description template is a big issue for most companies. These companies should focus on having an attractive title, a description that mentions everything about the company, the job responsibilities, perks, and what salary can the candidates expect. Besides proper job descriptions, the interview environment should be pleasing to prevent candidates from dropping off. Companies should know that candidates get a sense of the company’s culture during the interview itself.

9. Lack of technology exposure 

Another challenge the recruiter faces is that they might not be good at understanding the tech tools used in hiring.  Continuous upgradation and keeping up-to-date with technology is the need of the hour. Recruiters have difficulty coping with the systems, workflow, and jargon. They have to train on the tools and applications to familiarise themselves before giving their best. Recruitment is getting more technology-oriented than ever, with AI-enabled systems and bots assisting the entire recruitment workflow. We invite you to register with us as a Freelance Recruiter and experience how we have simplified the tech for you.  

Solution: Advancement in technology for a company in modern times is essential. Companies can use tools like applicant monitoring systems, resume sorting tools, and interview outsourcing services to enjoy an effortless recruitment process.  To help recruiters with cutting-edge technology, Webpipl has several devices and products that help keep track of the candidates and choose the best among the crop.

10. Time & Cost Vs Effort Vs Results 

The excessive time, effort, and additional cost spent in the recruitment process and the output are often not optimal. A Society for Human Resource Management study claims that 63% of the time recruiters spend in the recruitment process is unproductive. According to PwC, recruitment costs comprise 28% of a company’s total operating expenses. That is quite a bit of money being spent just on recruitment.

Solution: Recruitment in today’s world requires smartness because both time and funds constraints are involved in the process. Thus, if the recruiting company lacks time, it is better to outsource the process to a company like Webpipl, to handle it carefully and efficiently.

However, most of these challenges recruiters can overcome by using a wisely configured Applicant Tracking System.  

A recent study claims that 86% of recruiters agree that using an Applicant Tracking System has helped them hire faster and help them overcome most of their challenges. We welcome you to experience this new tool by registering with WebPipl as a recruiter. Request a FREE Demo of our WebPipl Applicant Tracking System, the ATS with the most power-packed features in the industry now. We would be happy to help.

Tips To Solve Hiring Challenges Faced By Recruiters In 2023

Here are some tips for recruiters to hire easily in 2023. Some of these solutions include:

1. Get Ahead Of The Competition 

The candidate market is full of talented people waiting to grab opportunities. As a brand, you must outshine others to recruit talented people into the company. In addition, the company must show its mission and values, and ethics. Webpipil recruitment services will help you find talented candidates.

2. Improve The Interview Experience 

Interview experience goes a long way when hoping for the right candidate to accept the job offer. A cheerful and knowledgeable interview session can change the outlook of a potential recruitee and make him join the organization in no time. Webpipl Interview as a service helps recruiters arrange excellent interviews with candidates they hope to join the company.

3. Use Technology 

They should be using technology to sort resumes based on what skillset the company needs. Many applications help in this process and help the recruiter get hold of the best resume with all the required skills for the job on offer. After choosing the candidate, a skill assessment exam may be required. Webpipil’s online skill assessment tool will help assess the required candidates and help filter out the best among the chosen ones.

4. Don’t Be Too Picky

Being too picky with someone may not be the best way forward. Instead, the recruiters should look for the skillsets they want and only see the candidate’s personality traits that match the company’s culture and ethics. Being too picky may lead to the interview incorrectly and potentially losing hands on a great employee.

Hiring Fast

If your organization needs candidates as soon as possible because vacant seats cost money and delay operations, it can be the biggest recruitment challenge for employers. They must look for the right candidate for the role, so enough time is required.

I have noticed the same situation in the office where I used to work. The HR team hired two candidates quickly because the company needed employees for the particular positions as soon as possible. But within 10 days, one employee was not working as per the need of the job. It affected productivity and, eventually, results.

So, the manager had to fire him in one month after giving an ultimatum. Correspondingly, another employee hired with him had to handle half of that employee’s work. The mess continued until the HR team found another candidate. So, hiring the best talent in a limited time is the biggest challenge.

Insight from Saikat Ghosh, Associate Director of HR and Business, Technource

5. Recruiter Should Have Proper Knowledge 

Recruiters should be knowledgeable and should precisely know how to assess the candidate, what questions to ask, and how to know how mentally sound and innovative the candidate is.

The recruiter should keep learning because new candidates will become brighter and try to find intelligent shortcuts during the interview as the world changes and becomes technologically advanced.

6. Attracting the right candidates

Looking for the ide­al candidate who meets your organization’s standards and aligns with your job role­ criteria is a genuine challe­nge in the recruitme­nt process.

Recruite­rs, to ensure effe­ctive online job postings, nee­d to focus on two essential factors. First, they should prioritize­ well-written and informative conte­nt in their postings. Second, using the appropriate­ channels to reach their targe­t audience is crucial. Additionally, utilizing social media platforms can aid re­cruiters in connecting with potential candidate­s and effectively sharing the­ir job opportunities.

Imagine if you, as an e­mployer, could leverage­ social media to effective­ly attract candidates who are genuine­ly interested in your industry and posse­ss the skills you seek. By cre­ating targeted social media campaigns, tailore­d to fit your specific requireme­nts and preference­s, you can capture the attention of pote­ntial candidates. Moreover, active­ engagement through online­ discussions and promptly answering their questions allows for forging me­aningful connections with prospective hire­s.

Insight from Harshit Gupta, Founder of GrowthAcad, a digital marketing training institute.

How To Improve Hiring Process Using Webpipl

Webpipl is a company that helps fast-track or outsource the complete recruitment process into a company. It helps with interviews, automation, and recruitment marketing, and also sells various products that help conduct smooth interview rounds. Let’s get to know what these products and services are.

1. Recruitment Automation

Recruitment automation using Webpipl’s myATS solution is excellent and helps recruiters save time. The AI and NLP features help recruiters with increased productivity, reduced time-to-fill, and lower cost of hiring one member in the company, and also help hire the best talents from thousands of applicants.

2. Recruitment as a service 

Recruitment as a service, abbreviated as RaaS, is an all-in-one process for helping companies and recruiters get the job of hassle-free recruitment outsourced. Webpipl’s team of the best recruiters in the industry will help automate the recruitment process and provide the company with some of the best employees the company has ever had using Webpipl’s cutting-edge technology and AI models.

3. Interview as a service 

Interview as a service, or IaaS, is also a great way to outsource the interview process to Webpipl because our company has a team of more than 5000 panelists who are adept in taking interviews and choosing the perfect candidates for the role on offer. It will also help the HR department to focus on more important work.

4. Online Video Tool

Webpipl’s online video tool helps the company conduct seamless remote interviews without hassle. The product helps speed up the recruitment process by seven times, helps the company save 83% more hours of recruiting the right candidate, and saves a lot of money in the long run.

5. Applicant Tracking System

Several other products, like the Applicant tracking system, help seamlessly track candidates who have applied for a particular role, how many are being interviewed, and how many have been screened. In addition, the online assessment tools help the company take a final exam for the applicants and filter out the best among them once they reach the final round. Thus, Webpipl’s products help recruiters speed up the recruitment process.

FAQs On Recruitment Challenges

What are the challenges of a technical recruiter?

Some of the challenges that technical recruiters have to face include finding candidates who are qualified for the role on offer, making the job offer attractive and better than the competitors hiring for the same role, living up to the promises in the job description, the requirement of everything in one employee, and not having the capability to adapt to remote recruitment settings.

What is most challenging in recruiting?

The most challenging recruitment process is the screening process. This is where a recruitment company comes in, and Webpipl is one of the best companies in helping recruiting companies fast-track their recruitment process. Check out our RaaS service.

What are the key factors affecting recruitment process efficiency?

Key factors that impact the recruitment process efficiency include how urgent the recruitment is, what are the objectives of the organization in recruiting the candidate, what are the preferred sources of recruitment, what the competitors are doing, and keeping in account the cost and financial implications of the recruitment.