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    • Challenges Of Recruitment, Locally and Globally

    Recruitment has changed over the period of time. With the increasing talent pool in the market, it gets extremely difficult to find the right match for a post. Even if you spot the right one, there are poachers in the business market, who will probably take the deserving candidate away. Then, again you have to search for a needle in the haystack. So, in this dynamic job market, recruiters have to be proactive, prompt, analytical and active decision makers to be able to select the deserving one.

    Recruiters face a lot of challenges in terms of quality, commitment, selection and most importantly, the rightful judgement of candidates. According to Manpower’s 2015 Talent Shortage Report, around 32% of employers have faced difficulty in filling the job positions last year. So, you can see that finding the right match has been a concern for the recruitment industry, both locally and globally.

    challenges-of-recruitment-locally-and-globally

    Based on this major challenge, some of the other related challenges have been:

    Talent Analytics: It has been found that only 24% of the global recruiting leaders agree that they are using the data very well in their roles. There are different parameters to judge like cost-to-hire, time-to-hire, quality of candidate and others. It gets difficult to determine the right analytics to determine the success of recruitment, hence recruiters need to work and strengthen their talent analytics capabilities to stay focussed. This will help them stay ahead in the competition too, which is another major challenge.

    Restricted Budget: The recruitment needs are rising, but the budget is increasing proportionately. So, recruiters need to work on ways on reducing to search and pursue for the right candidate to understand that he/she is the best for the job and vice versa, even if the pay scale might not match up. This can probably be addressed if the following challenge is mitigated by different ways.

    Employer Reputation: Sometimes, the candidate might have doubts about the reputation and branding of the employer. Hence, even good candidates might not want to interact with the recruiters in the first place. It might be that they are not aware of the employer goodwill or not so sure about the job profile. So, building the employer brand is very important.

    Candidate Quality: It has been found that nearly 48% of US recruiters feel that there are not enough qualified candidates in the market. For example, through Glassdoor survey, Groupon found that only 2X are quality new hires, whereas the job seeker traffic is nearly 11X. Recruiters across the globe feel that quality of hire is the foremost and most valuable metric with a weight of 44%, followed by time to fill and hiring manager’s satisfaction. This metric is evaluated by new hire performance and retention, which again can be affected by different external and internal factors.

    Sourcing Channels: Sourcing from the right places is another major concern for recruiters. Mobile devices are increasing as a way to look at job opportunities and portals, but applying through it has not been scaled up equally. Since, the talent pool is huge, it is very difficult to search in the right lot. There is also the concern about passive candidates, who are a good fit for the job, but might not want to come out of their comfort zone and apply. So, here the recruits have to reach them, rather than them coming to the recruiters. So, the sourcing channels need to be sorted and tapped within a short period of time.

    According to the 2015 Global Recruitment Trends Report, the future holds a much promising scenario for this sector. Around 37% of global recruiting leaders feel that social and professional will be one of the most important trends, followed by improving employer branding and sourcing passive candidates. India will welcome recruitment trends like better employee and job matching, whereas globally, recruiters will focus on this as well as using data and alternate channels for sourcing.

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