2016 challenging year for HR professionals

2016 – A Challenging Year for HR Personnel

Kelly Barcelos on May 13, 2016 in HR Management

From in-house employee management to job postings, applicant tracking, screening and ultimately hiring candidates, recruitment is a lengthy process. Not only does it take time, but requires a lot of effort and adds significantly to the company’s expenses.

In order to maintain costs and ensure the best possible hires, the HR staff is responsible for developing and maintaining effective candidate screening and hiring strategies.

Challenging Positions and Job Postings in 2016

Looking further into the process of hiring, candidate evaluation, as well as decision making, is a challenging task. In today’s day and age, there are certain jobs for which finding the right applicants, and ultimately hiring the right people, is more difficult.

In the year 2016, the following have been construed as the most difficult positions to fill (and predicted to be a great challenge) for HR personnel:

  • Marketing Managers – How to Overcome the Challenge
    Going digital on the marketing front has been the right way for some years now. For businesses who have not yet ventured into the field, it’s high time for them to catch up to their competitors. While this is a necessity in the business world today, the more concerning task is the need for leaders capable of effectively planning and running marketing campaigns.

    Marketing managers are in great demand and the biggest challenge for recruiters is the six-figure starting salary and the shortage of candidates with the required skillset. The best and most cost-effective solution for the marketing manager position is hiring a candidate with skill sets that are highly transferable. This allows the company to train the recruit over a period of time, for a larger management responsibility later.

    On-the-job preparation of an employee that has a similar skill set as a seasoned marketing manager allows the organization the added advantage of providing training more pertinent to the company too!

  • Skilled Employees – Alleviating the Hiring Process
    With the upsurge of technology and ease in the acquisition of soft skills, locating the right recruits for industries such as manufacturing poses a huge challenge to recruitment and HR personnel. Skilled employees are always in very high demand, so smaller companies, in particular, are always worried about how to find the right people, and whether these may be “stolen” by a larger or better-established competitor.

    While bringing uneducated applicants on board to be trained by the organization is a viable option, especially since it reduces the starting salary, too, the lack of work ethic creates discrepancies. The solution to this is a collaboration with institutes and schools, in reforming their curriculum or extracurricular options to include preparatory methods for skilled roles. This would also aid organizations in tracing workers that are more capable.

  • Engineers – Considering an Ongoing Concern
    Over the years, replacing the position of retired engineers have become increasingly difficult for recruiters. This is because new applicants seem to lack the required skill set, making it extremely difficult to fill vacancies. Hiring efficient engineers to assume these vacated roles poses a great challenge for HR teams in practically every sector.

An effective solution to this problem is looking at recent college graduates or almost-graduates who have a few years ahead of them before entering the professional market. Recruiting through graduate programs allows organizations to prepare engineers with a variety of skills in two to three years to shoulder the responsibilities.

While these candidates would not be suited to the positions open right now, they can be trained early on and more importantly, you can get a head start over the competition when they are ready to enter the job market.

Recruitment is a tough process and always has been. Hiring challenges are oriented more toward finding employees with the right skills and retaining them in an increasingly competitive market. HR and recruitment teams need to work on unconventional strategies that target the challenges posed by changing times.

With the right tool and Applicant Tracking System, the process becomes easier, so sign up for a Jobsoid’s free trial today!

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.