Why is it hard to be a recruiter - blog image

Why is it Hard to be a Recruiter?

Anjali Saini on June 11, 2024 in Recruitment Process

Recruiting has always been difficult, but the recent shift in the market has brought in a new set of challenges. Around 75% of global employers find hiring the right talent difficult. One primary reason for the recruitment difficulty is that a few people are quitting.

Attracting passive job seekers can be difficult, but it is not impossible. The right mindset, strategy, and offerings can play an important role in staying one step ahead and gathering the right talent.

This blog highlights some of the major recruitment challenges for the organization and how to overcome them.

Why is recruitment difficult?

With the rise in hiring problems, several organizations face challenges getting the right candidate. Even one small issue can grow bigger for the organization if not taken care of from the initial stages. Thus, some of the common reasons why companies face recruitment difficulty include:

  • Difficulty finding the right candidates

    Only some candidates who claim to be able to do the job can do it. The process of hiring new employees takes a lot of work. You’re already active on different platforms to find the candidates, but even then, you can’t find the right candidate.

    Being a part of the right talent ecosystem can play a great role in hiring the best employees. You can get a better clarity of what the talent ecosystem is like. Moreover, you can also focus on creating a data-driven process that helps you identify what your ideal candidate looks like.

  • Drying talent pool

    One major reason companies face hiring problems is that the talent pool is drying up. The talent pool refers to a group of people looking for a position capable of filling it. If the pool dries up, it will become challenging to find the right talent.

    Widening your search rather than sticking to a particular geography is best. Offering hybrid or remote work models can help you get the best talents. Moreover, it can also be a great break from your traditional hiring method.

  • Slow hiring process

    Studies have shown that 62% of employees lose interest in a job if the recruiter does not respond within two weeks. While you may need time to assess the candidates, taking up too much time is equally wrong. Sometimes, this slow hiring process can lead to recruitment difficulties.

    Rather than including a time-consuming hiring process, it is advisable to automate repetitive tasks. Thus, using ATS software can be highly beneficial in overcoming the challenges of the slow hiring process. The software will streamline the pre-assessment procedure and keep things moving.

  • Shortage of skilled workforce

    Currently, the skilled workforce is smaller because fewer people are quitting. This is creating an employment gap. After COVID and too many layoffs, very few people have quit their organizations.

    A recent study on LinkedIn suggested that 94% of job seekers look into the organization’s layoff history before applying. Therefore, concerning recruitment difficulty, companies with higher layoff rates may not attract the best candidates.

  • Challenging labor market

    The increased demand for the right employees and the shrinking job market have paved the way for a challenging labor market. Companies are willing to offer extra employee perks and wages to attract the right talent. This is leading to a tough situation in the labor market.

    To keep up with the changing job market, it is advisable to move to temporary hiring for a short time. This will allow you to assess the candidates’ skills and provide them with a full-time position before understanding if they are a good fit for your organization.

What are common recruitment challenges?

Over the years, recruitment has been streamlined and ensured to improve the quality of hires. However, some businesses struggle to grab the right talent for their organization. Hence, some of the common recruitment challenges that businesses are likely to face include:

  • Inconvenient application process

    A lengthy and complicated application process will have a direct negative impact on the job applicants. An inconvenient application process often highlights your incompetence as an employer. This is because many think that working with you is a headache. Moreover, no one would even bother applying for the position if the application process is long.

  • Not using an employee referral program

    Around 84% of organizations believe that employee referral programs are a great way to find the right talent, and these referred employees usually stay with the company longer. Yet, many companies need to leverage the power of employee referral programs. Including an employee referral program can help to strengthen your employer brand.

  • Lack of personalization

    Personalization has taken the front seat in every domain today. Like you personalize messages for your customers, it is also important to personalize the message for candidates. The lack of personalization in the feedback message, too, can lead to the candidates feeling disappointed.

  • Time-consuming background check

    Many candidates do not prefer working with the company if the background check procedure is too time-consuming. You may want to connect with the employees’ references, but t0he candidate may lose interest if it takes time. Eventually, you may not hire a potential candidate.

Final thoughts

The hiring landscape has undergone a massive change in the past few years. Businesses look forward to hiring the best talent but are bound by several hiring problems. Streamlining the entire recruitment process and automating repetitive tasks is an efficient way to stay ahead. Therefore, partnering with Jobsoid can greatly help overcome recruitment challenges.

Schedule a demo with Jobsoid and understand how it can make recruitment more accessible for you.

Anjali Saini

Anjali Saini is a content writer and editor with a rich two-year experience in the publishing industry. She has crafted polished content for clients across many industries. Currently, she focuses her expertise on writing for SaaS, tech, and finance, where her knack for translating complex concepts into engaging and accessible content shines.