The reality of the COVID-19 world has changed many things, but hiring volume is not one of them: 82% of companies still plan to employ new workers. This is great news given how many people lost their jobs due to the pandemic-caused crisis. However, high demand for new employees leads to new recruitment challenges and increased recruiter workload. Hiring has become a more complicated task as social distancing measures reshaped the whole recruitment process. As a result, previously minor hiring issues are manifesting themselves in major bottlenecks. It is time for HR departments to resolve them.
In this article, we will go through the recruitment challenges and ways to address them.
Tough timeframes for one candidate
We live in a fast-paced business environment where the competition is growing. New Davids on the market grow quickly, knocking out big and experienced Goliaths. What does this mean for companies? That there is no time to lose. Every extra hour spent on inefficient recruitment can cost a company not only a fortune but their whole business.
Here are some of the main things slowing down the hiring process:
Great performance stems from strategic planning. Recruiters need to have a clear vision about the company’s future, the list of its needs, and an action plan to meet them. Also, it’s crucial to have a Plan B in case something goes south.
For smooth and effective recruitment, all professionals involved in the hiring process must be on the same page. That is why everyone on the team needs access to the same information. One of the recruitment challenges here is that data must be drawn from many sources, and it takes a lot of time to communicate all the important information to colleagues.
Using AI recruitment tools is a necessity. However, HR professionals struggle to find the right solution. Under time pressure, they rush into adopting software that seems appropriate only at first glance. In the end, recruiters waste hours setting up the tool and figuring out how to perform required operations. They become hostages of the software.
The most straightforward way to address tough timeframes is to adopt the right HR automation technology. Technology that gives full control over the screening criteria and processes. Also, it allows recruiters to process numerous CVs in bulk in a matter of seconds. On top of that, it makes findings and reports sharable across professionals and teams.
An overwhelming workload with too many candidates to review
The second challenge is complicated by the first one. Not only is it exhausting to screen too many candidates, it is also nearly impossible to make the right decisions within tight deadlines. Here are some of the complications caused by a vast applicant pool:
Not knowing what to look for
Searching for the right candidate is like looking for a needle in a haystack. That is why it’s crucial to make your search criteria clearly defined and consistent. However, many recruiters have an idealistic picture of their candidate. Thus, they may overlook the person who is a great fit for the position just because they differ from this perfect image. The golden rule here is to identify the right keywords without narrowing the search too much. And of course, to exclude any biases.
Todd Raphael of ERE Media says, "I find it sad — for lack of a better word — when I read about companies saying they can't find people. Are they looking for all people or just young people?"
No time for every applicant
Let’s be real. For effective recruitment practices, you need to build a meaningful relationship with the applicant. Pre-screening, screening, interviewing, assessing tests, and giving feedback takes a lot of time. It is impossible to focus on each candidate when you review hundreds of applications.
Recruitment challenges - multitasking
It is hard enough to review all the resumes for one position. But what happens when you have several positions to fill? You have to jump from one recruitment process to the other. That is where you lose productivity. The chance to make an error increases, and so does the probability of missing the superstar employee.
Come up with a clear list of criteria of what you are looking for. Then, instead of reviewing applications manually, use software to parse resumes and screen CVs. You’ll want a tool that can go through a vast number of CVs fast and effectively. Ensure that it doesn’t just look for keywords but analyzes skills and experiences in tasks and projects.
Ever-increasing high candidate acquisition cost
Another issue related to recruitment is the need to balance maintaining a great relationship with applicants and focusing on cost-efficiency. Candidate acquisition cost is a very important metric talent management professionals refer to. Unfortunately, it tends to climb up.
Recruiters have to think about cost per hire metrics and keeping them adequate. It’s important to understand that candidate acquisition costs are so much more than just fees for software and referral rewards. They also include:
- Assessment expenses;
- Development of employer brand;
- Applicant retention;
- Posting and promoting job openings.
One of the most effective ways to keep candidate acquisition costs from growing is by making the most out of your process. Technology is the answer. The right HR tool allows you to shortlist the most relevant candidates instantly. Reasonable and flexible plans allow you to run effective recruitment within your budget. Thus, you optimize hiring expenses without compromising on final results.
Rejecting based on limited or incomplete information about candidate
All people make mistakes, and applicants are no exception. Sometimes they communicate poorly or don’t include information for a certain reason. And it’s important to know that reason. Sadly, many recruiters and HR tools don’t ask about missing data and just mark the applicant’s incomplete CV as a rejected job application.
It is vital to be open with your applicants and encourage them to provide the required data. You have to explain why you need such information. Simply tell them that this is a standard procedure, and your organization can consider only applicants that have provided complete resumes.
The best way is to inquire about incomplete data. Thus, you will make your recruitment transparent and clear for everyone. You will significantly decrease the chances of turning down a potentially great worker. A great HR automation tool will spot any inconsistencies immediately and send HR managers alerts. Thus, recruiters can ask for clarifications instead of jumping to conclusions that result in an applicant rejection email.
Identifying candidate lies and embellishments
Another characteristic of human nature is that we don’t always say the truth. Sometimes the lie may be harmless, for example, about the colleague’s new dress. But there are situations where deceit leads to making a big error. The sad truth is that some candidates resort to lying in interviews: 85% of applicants tend to exaggerate their skills or experience.
Why do candidates lie? Most probably, to get the job. And if they succeed at deceiving an employer, a business may lose up to $17,000. The cost of fixing the mistake is by far much higher than the money a lying employee makes a year. That is why it’s crucial to identify when a candidate is trying to fool interviewers.
Employment application fraud is rising. Employers need to screen employment applications to discern lying, exaggeration, and enlargement of experience, education, and credentials. Fake degrees are on the rise, and even bogus job references are prevalent in today’s job market.Susan Heathfield, Management Consultant and Company Owner at Techsmith
The most common lies include:
- Years of experience;
- Hard and soft skills;
- Educational background;
Recruiters have neither time nor training to spot such lies. And they don’t need to. AI-powered technology uncovers deceit immediately. It finds all the inconsistencies within work experience, identifies non-existing or suspicious educational establishments, and marks unlikely skills. However, the tools just help to overcome recruitment challenges, they don’t decide for recruiters. HR managers receive full reports with the red flags, and it’s up to hiring professionals to either reject the application or look into the issues.