Challenges Employers Face When Recruiting New Employees


Employees are the fuel of a business that drives it smoothly on the road to success and progress. Therefore, each company recruits and hires various employees for various departments. Recruiting is a tough and time-consuming process. It also consumes a lot of money in various aspects.

From a bundle of applications, shortlisting the eligible candidates are not easy. It’s not only a time-consuming process but there’s also a chance of missing someone very talented and highly skilled person. However, the use of the applicant tracking software of Netchex can resolve this issue. This software automatically detects applicants with desired qualities, skills, experience, and qualifications. 

There's a common concept that the recruiting and hiring process is only tough for the applicants. But in fact, the employer also goes through a headache while recruiting some new employees. The reason is that it involves a series of difficult steps including advertising vacant posts, making a timetable, collecting and shortlisting applications, interviews, and many more. Therefore, every organization or business desires to retain potential employees instead of hiring a new one.

 Some major problems of the recruiting process that causes headache to the hirer are: 

Creation of Recruiting Process

A well-organized plan that provides a complete route map of the hiring process is crucial for the hiring of new employees. The reason is that it gives the details of hiring needs and the desired requirements to the hiring panel. Therefore, the very first problem that the recruiting panel faces is the creation of an effective strategy to hire the right candidate. 

Recruiting process involves a series of complex and time taking steps. From analyzing the needs of hiring to advertising vacant posts and shortlisted eligible candidates to merit-based hiring all steps are very critical. And takes a lot of time. Therefore, it demands a route map to follow for the ease of recruiters. An effective recruiting plan covers all these areas to ensure the right selection. However, the use of digital tools or assistance of EOR service providers can streamline this tough process. 

Selection of The Right Candidates

When an organization posts an ad for recruiting new employees, it receives heavy bundles of applications. And most of the ineligible candidates also apply. Therefore, the second biggest challenge for employers is to find out the right applicants from a massive crowd of applications. They need to shortlist the person with the required profile including qualifications, skills, and working experience. It often results in the missing of some rare candidates with all the qualities. Therefore, recruiters feel a burden to do this job. However, some simple tips can eliminate this problem.

Keep your job application simple and specific. Clear demonstration of eligibility criteria can limit the receiving of unconcerned persons. Make sure to mention special requirements including experience, residential areas, and age limit. It will also help you not overburden your applicant's file. Moreover, the use of digital tools to differentiate the candidates with desired requirements from the piles of applications can create ease for the recruiters.

Engagement of the selected Candidate 

After shortlisting the candidates the next step is to interview these candidates and keep them engaged throughout the process. Often companies lose a perfect candidate because they failed to keep him engaged. Therefore, make sure to keep in touch with the shortlisted candidate through email alerts, notifications, or phone calls.

Checking the Credibility of The Candidate 

The credibility of the employees is also crucial to set an exemplary working environment. Therefore, the next step where the recruiting panel faces problems is to check the credibility of the selected candidate. It’s a tough and time taking step because it involves a lot of investigations including past working place, reputation, criminal record, and the nature of the candidates.

Checking social media profiles of the candidate and asking about his surroundings, ex-colleagues or friends is the best way to get this information. However, the organization can also directly ask that particular organization about the performance and moral values of the candidate. Various organizations also use digital tools including tracking and employee learning management software. It will help them to track the criminal record of the employees and the training of new hires.

To sum it up, recruiting is a complex and time-consuming process because it involves a lot of protocols. However, the use of digital systems and testimonials can streamline this process.

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