7 common recruiting challenges with solutions of how to overcome them to make the hiring process easier and more effective.

As we know, recruiting is not an easy task, and it takes a village to hire the right candidate for the job as well as?to avoid a bad hire.?A recruitment team faces lots of challenges throughout the?hiring process.

For the IT industry, it’s getting more complicated to find the right candidate as the technology and programming demands are increasing day by day! In this article, I’m going to present some of the most common recruitment challenges that you may be facing at work and solutions of how to overcome them without concerns.

1. Attracting the right candidates.

I know that when a particular qualified candidate is needed, every recruiter tries to find the best one among all candidates, instead of choosing the best fit for the job. And writes too many requirements on the job description which are not compulsory to know.

??Make clear the requirements in your job ads and give a concise view of the role. For example, if you need a backend software engineer with specific expertise in some field like proptech Real estate, then add a yes/no question asking if the person has one. It’s a quick way to sort out the candidate list who are not right for the position.

2. Engaging qualified candidates.

Every qualified candidate who knows their stuff keeps in touch with recruiters regularly. You need to stand out from other recruiters. So putting extra effort into persuading the passive flow of candidates is an important thing to be done.

??Before connecting them, learn carefully and care about what they want and what makes them happy in their job. After knowing their wish/need, personalize your messages to describe what you can give instead of what will you take.

3. Fast hiring process.

The hiring process should be as easy and fast as possible. Because open job positions cost money and delay operations makes the extra expense.

??Depending on the industry, the hiring process lasts several months. And ask yourself: Is every stage really required? Am I communicating with them and giving the right direction to be a perfect match for the role at all? if you direct yourself the right way and have your own employee “mine”, it’s not so big deal to recruit at all.

Sometimes long time to hire is natural when you’re hiring for hard-to-fill roles. Explain that to the hiring teams and set expectations early on. Let them know what a realistic timeline is and highlight the importance of hiring carefully for roles where a bad hire could cost a lot of money.

4. Using data-driven recruitment.

Software companies face challenges in collecting data about existing or incoming candidates. And after receiving much data, they start to mess up with them. Because the hiring process needs to be constantly improved to end the process successfully. But collecting data and processing it can be a hassle.

?? You can use a CRM system, or any other ATS (Application tracking system) to make your process easy and scalable.

5. Building a strong HR brand.

Why HR brand is needed? Because it helps you attract and engage more qualified candidates. According to statistics, companies that have built HR branding are able to hire three times faster and more qualified employees.

?? Focus on marketing, be active on social networks like LinkedIn, and Facebook. Tell your employees to blog for the sake of themselves to be well-known among the IT people. It has a great impact on the company and the HR brand that the employee is working for.

6. Creating an efficient recruiting process.

Generally, the recruiting process takes a long time to evaluate prospective candidates’ potential. As a company recruiter to take control of everything is somewhat compulsory. Because in most companies recruiter and HR are the same people. And they are considered multitasking employees in working place. They have a lot to get things done on time. But creating and preparing a smooth hiring process is a valid part of having a good impression on the memory of an employee. At software companies, it’s a bit different. Making interviews should be well-organized in the right directions.

• Instruct interviewers on how to prepare for interviews. Giving them a checklist will be helpful;
• Asking prepared questions/tasks which are related to a real job and helpful in a working process;
• Giving sincere feedback on why the candidate is not taking as an employee and what kind of knowledge or experience should the person gain to retake the technical exam in the next attempt.

7. Ensuring a good candidate experience.

Candidate experience is very important for employer branding and it’s the main factor when the right candidate compares your job offer to another one. If you treat them better, most likely you will succeed to engage.

?? Make a brand Kit, and give him/her a warm welcome from the first working day. Make them feel that they are in a welcoming family, not a dull working place. Organize team building to cheer them up sometimes. Because these kinds of events bring colleagues close together and make strong bonds ever with cementing their relationship with each other!

Every feature focused on boosting your hiring process and helping you make faster and better hiring decisisions.

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