What are some of the common hiring challenges that you face in your industry?

?? In the banking industry, several common hiring challenges persist. ???? Demand for highly specialized skills, such as risk management/financial analysis, often outpaces the supply of qualified candidates. ???? Regulatory changes and evolving technology require constant adaptation, making it challenging to find candidates with up-to-date knowledge/experience. ???? D&I initiatives are becoming increasingly important, but achieving a diverse workforce, especially in senior roles, remains a challenge. ???? Need for IT/cybersecurity experts in an era of frequent cyber threats further intensifies the competition for a limited talent pool. Overcoming these challenges demands creative recruitment strategies within the Banking sector.

Something I've found is a lack of process for candidates to disclose a disability and request interview accommodations. *Some* JDs will have an email candidates can reach out to, but the process feels very scary and risky. I know there are some innovations coming in this space... but my hopes are that we can create a more positive and accessible application/ interview process for candidates with disabilities.

As per me, the biggest hiring challenge is when there is Skill mismatch. Numerous times, Candidates are not aware about specific skill set which is mentioned in his/her CV which leads to extended hiring processes. Secondly it’s not only about hiring and filling position on time but both hiring and retaining are equally important. It’s important for a recruiter to be well aware of all direct sourcing channels in order to find qualified candidates for specialised roles.

Expanding your network can always help but the key is to always be passively looking for talent. Always be connecting with others in order to not be reactive to hiring but instead be proactive.

Military spouse unemployment is 21%. The labor participation rate for those who identify with a disability is 23.1% versus 68.7% of those who don't. The unemployment rate for 70+ million second chance candidates is 27% and military veterans resumes/applications are filtered out 95% of the time. There is no talent shortage. There is a shortage of thinking outside the box to find talent. There is a shortage of acceptance for skilled talent who aren't judged negatively on their age, ethnicity, gender, or how/where they earned their skills. Skilled talent is out there. We need to change the way we value them.

Organisation culture is a heavy loaded word and a burden of many to shape and define. At the time of hiring focus on “BIG” aspect of the organisation culture around Values and Ethics/ Compliance and also focus on “Important aspect” of the culture of the team that the candidate is likely to join. Lastly the “ critical culture” of the professional chemistry fit with the hiring manager’s working style. As Talent always joins organisations buts leaves the manager!!

Be certain your "cultural values" pertain to the work being preformed, and do not reinforce unconscious bias. The informal norms, behaviors and beliefs that shape how people at your organization get work done should not exclude candidates that can give you a "cultural add". For example if team bonding consistently involves happy hour or sporting events, you may struggle to attract and retain mature talent who have family commitments or don't consume alcohol.

Many years ago we tried soemthing to MATCH cultural fit (before the dawn of ai) we got our best performers in that role to be the decision makers after an informal meal with the potential hire. These STAR PERFORMERS were trained to tell stories - good and not so good ones about the org to the candidates over a meal. They watched their reaction and gave the final view. We hired both whom they declined and whom they accepted. Result? Most of those they declined left in less than 6 months of joining while the accept category had a much higher retention. We formally then called these star performers - cultural ambassadors - and also reduced early attrition in the call center by 20%!

Cultural fit should be assessed in the interview process. Ask the candidate WHY your company, and WHY this role. See if they did research on your company values. Do they align with your mission statement?

Rather than focusing on "culture fit" we should be focusing on culture add. Yes, the values of the organization are important, but so are diverse perspectives and experiences. The more diversity in your organization, the more creative ideas you have at your disposal as a team.

In my experience recruiting for a staffing agency, there are things that are often out of my control timing-wise. My first strategy is always to cultivate a good relationship with my candidate based on trust and mutual respect. My candidates know that I will never "ghost" them or leave them hanging. I am upfront about the hiring process and do try to give extremely realistic expectations on the hiring process. I also call and e-mail to check in when there is no progress so that they know I care about them as an individual.

Hiring quickly while maintaining quality is indeed a challenge in a fast-paced industry. Streamlining the hiring process is essential to overcome this challenge. By planning and prioritizing hiring needs, simplifying and standardizing the process, and leveraging technology, you can expedite sourcing, screening, and tracking of candidates. Empowering and aligning the hiring team with clear roles, expectations, and resources enhances efficiency. Regular communication with candidates demonstrates your commitment and keeps them engaged. These strategies enable you to meet business goals while ensuring a thorough and effective hiring process.

If you are trying to speed up hiring, do not require 10 rounds of interviews over multiple months. You can even leverage past employer referrals to assess the candidate versus an additional interview. Longer is not always better.

From my experience, certain things need to be followed when filling a position. I follow the same strategy for my company. - Prioritise Hiring Needs: Align with business strategy and budget. - Simplify and Standardize Process: Reduce steps, stages, and tools. - Embrace Technology and Automation: Optimize sourcing, screening, scheduling, and tracking. - Empower Hiring Team: Define roles, responsibilities, and expectations. - Regular Candidate Communication: Maintain transparency and engagement.

Having a defined recruiting process before starting the search is important. Creating an experience that showcases the best face forward for your company before starting a search guarantees a good candidate experience from the beginning.

In the evolving landscape of the hotel industry, it is imperative for employers to foster a culture of collaboration and flexibility - with EACH OTHER, not just the employees. With a changing workforce, employers must recognize the importance of working together to accommodate the diverse needs and preferences of employees. By embracing collaboration, employers can create an environment that encourages teamwork, knowledge sharing, and innovation. Additionally, flexibility in work arrangements and policies can attract and retain talented individuals who seek a healthy work-life balance. Embracing these values will enable hotels to adapt to the shifting demands of the industry and create a more harmonious and productive workplace.

We are seeing an increase of applications that aren't remotely qualified for the SWE roles that they are applying for. I think there are so many talented individuals out there that are getting desperate after the slow downs in tech hiring. They are applying to any opportunity, knowing that they are willing to learn the specific stack that the organization requires. From a recruiting perspective - it makes it a challenge to sift through 500 applications of qualified individuals to determine the best fit.

Most importantly the understanding of profile required by each function to the talent acquisition team and with defined requirements to be mutually agreed as sometimes the right candidates take lot of time if this is not agreed in first place Age , gender , profile , mobility, languages and some other key parameters to be agreed upon well

Our biggest challenge is budget constraints and the impact on hiring wages. Arizona is in the process of increasing the state minimum wage. This is forcing businesses to increase their prices and reduce their staffing. As a result, employees (in most cases) are given a heavier workload for the same pay and causing turnover to increase.

I have encountered a significant challenge when trying to hire for a critical position with a unique skill set. Despite a thorough search, suitable candidates were scarce. In my experience, sourcing candidates for niche roles, especially in rapidly evolving industries like technology, can be a recurring challenge. One thing I have found helpful in such situations is to broaden our search strategies. Exploring alternative talent pools, engaging with industry-specific online communities, and networking extensively have proven effective. Additionally, maintaining open communication with hiring managers to fine-tune the job requirements based on market realities has been crucial in adapting to the dynamic nature of the industry.