a guide to resolving 5 current hiring dilemmas

The increasingly challenging global landscape of recruitment necessitates recruiters to enhance their diverse skill sets. For recruiters who cannot adapt to this, success becomes nearly impossible.

We will discuss the most common challenges of today's that hinder or delay recruiters from completing their recruitment processes and propose solutions to overcome these challenges.

in a noisy market, it's tough to hold candidates' interest

One of the biggest challenges is the presence of hundreds of recruiters trying to communicate and persuade candidates. This alone can be distracting for candidates, making it quite challenging for them to connect with you and your company in such an environment.

So, wouldn't it be less exhausting to proactively make your company the most attractive option from the very beginning, without getting into this competition?

We have two different solutions that can help you achieve this: one is a strong employer brand, and the other is an employee referral program.

Employer brand: The aim here is to convince candidates to work for your company well before any job openings become available. To achieve this, you should use social media effectively to prove how 'attractive' your company is. At this point, your employees' real experience stories, the career opportunities you offer, and your fun activities can be resources you can use.

Employee referral program: Few things break through the clutter as effectively as a friend sharing news about a fresh job opportunity. To promote this, design a referral program within your company and encourage your employees to spread the word about internal career opportunities.

talented candidates are commonly managing several offers simultaneously

Considering that not only active job seekers but even passive candidates are no longer assumed to be exclusively engaged with just your company.

The best solution for this is the great interview experience. Data shows that when a candidate evaluates multiple job offers, the decisive factor is often the interview experience. 65% of candidates saying that a bad interview experience makes them lose interest in the job.

According to LinkedIn data, to create a good interview experience, it's essential to clearly explain the role's duties and responsibilities to the candidate, leaving no room for question marks on this matter.

Furthermore, if possible, a brief introduction to the people they will be working with can have a positive impact, as candidates often want to see how they will fit into the team.

For a great interview experience, it's also important to stick to the schedule you provide to the candidate. If you say, 'I'll call you tomorrow to present our offer' make sure you do it no matter what. This is crucial for the trust candidates place in you and your company.

hiring managers have very specific expectations

One of the biggest challenges recruiters faces is collaborating with hiring managers who may not understand that recruitment is a collaborative process.

We've touched upon this topic in another one of our blogs, and as a recruiter, we've shared tips on how to strengthen this collaboration. Don't miss reading this blog: https://www.meet-minds.com/post/collaboration-power-recruiters-and-hiring-managers

In summary, our solution proposal is this: transition this relationship with hiring managers from a command-and-control dynamic to a collaborative partnership. Do everything necessary to make them feel that you are not in competition with them and that your goals are mutual.

recruiters occasionally lack the technical expertise required to address candidates' inquiries

As a recruiter, not being able to answer candidates' questions due to a lack of technical knowledge hinders your ability to excite and motivate them about the position.

Our solution to this issue is quite simple: ask someone who knows. Unless you are an expert recruiter, it's unlikely that you'll have in-depth knowledge of every technical detail for every position. However, this doesn't mean that there isn't someone within the company who has a comprehensive understanding of the role.

Don't hesitate to have a meeting with the relevant hiring manager and get a quick crash course on the position before reaching out to candidates. Explain that this is a method you use to attract higher quality candidates, and most hiring managers will be more than willing to provide you with the necessary information in an understandable manner. Ask them about the questions candidates might have about the position and clarify any terminology you're not familiar with.

time is limited in a day

Time management is a significant consideration for any job, but in today's fast-paced world of recruitment, knowing that you might lose a candidate if you review their application even 2 hours late makes time management in hiring even more crucial.

Assuming you receive an average of 200 applications per job posting and have 10 different postings to manage, it means reviewing 2,000 applications/resumes each day.

Our recommendation on this topic is to allocate time slots in your calendar for time-consuming tasks. For example, dedicate 3 hours each morning to reviewing applications. This way, instead of constantly shifting gears and breaking your workflow throughout the day, you can tackle the application stack all at once.

Responding to emails immediately can also be another task that, if not approached with caution, can consume your entire day. To avoid distractions, consider checking and responding to emails every hour rather than reacting instantly to each message.

Another time management option is to invest in a more robust ATS (Applicant Tracking System). A proper system will help enhance the candidate experience and boost your recruitment team's productivity.

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