What are the biggest pain points for recruiters and hiring managers?
There’s no such thing as the perfect job. Whether you work for a large multi-national or a small startup, your role will have its challenges. For example, HR professionals currently face the challenge or handling an ageing population. The old-age dependency ratio is expected to reach 35 percent by 2030, up from 27 percent in 2015, and in an age of rapid technological development, ensuring everyone has adequate training to perform their job is difficult.
But, many challenges we face are internal ones that we come across every day. What, then, can we do to mitigate them?
Sourcing the right candidates
The biggest challenge for almost all hiring managers is sourcing the right candidates. It’s tiresome, long-winded and hard work, and it requires a focused eye to choose the weak from the strong. Sure, tools like LinkedIn Recruiter make sourcing candidates easier (there’s other software out there) but it’s still difficult to search through thousands of profiles before finding a qualified candidate.
And finding qualified candidates is just the beginning. It’s up to you to make them an offer that’s big enough for them to consider quitting their current role, and then liaising with them and the client through the hiring process. And even then there are no guarantees.
Given the importance of candidate sourcing in the recruitment process, it requires time and patience. Deploy automation tools and use technology to your advantage. Setup a candidate portal on you website, too, so that visitors can hand over their CV and declare their interest in the job roles you’re hiring for. Make them come to you, don’t always rely on going to them.
An inefficient hiring process
The hiring process can be tedious. It’s a lot of back and forth between you and the candidate, you and the client, and you and the candidate and the client. Emails are exchanged. Phone calls are exchanged. Keeping track of this, then, can be a difficult thing to do.
But fortunately, technology is a wonderful thing. Deploy a candidate tracking system like Workable, Zoho or Bullhorn. Better yet, use the likes of IFTTT and Zapier to automate general email replies and implement email workflows. This way, you won’t need to remember to email candidate A about job role C. An email has been sent already, and everyone is in the know without you worrying about a thing.
Candidates declining job roles
It happens all the time. Candidates tell you they’re one hundred percent committed to the job role, only to turn around at the last minute and pull out. It’s a blow, and a lot of hard work is undone as a result. But this is unfortunately the nature of the job.
There are, however, ways to mitigate this pain point. For example:
Role-play the counter offer conversation with your candidates so you know exactly how equipped they are to effectively handle a counter offer should it occur.
Regularly re-confirm the candidate’s agreement to the salary discussed at the beginning of the process.
Be up-front with your candidate. Ask them what would they do if they resigned and were then offered a pay rise by their current employer.
Assume the candidate has other opportunities they are currently waiting to hear back on, and regularly ask them about those opportunities and their progress.
The bottom line is, be transparent an be human. Recruitment is sales, and sales relies on emotional investment. By building trust, honesty and reliability with your candidates, chances are, you’ll see fewer declined jobs.
Be effective, be efficient
On LinkedIn alone, more than three quarters of candidates you want to hire are passive, meaning they are not currently considering job offers. Enticing these candidates to consider other roles, then, is the greatest challenge, and everything you do as a hiring manager will influence how a candidate feels about going through a job change.
Recognising your pain points and learning how to mitigate them, then, is essential to your success. Use the technology that is available to you, outsource your challenging hires to experts and implement workflows to make the way you recruit candidates as enjoyable and seamless as possible.