Common recruiting challenges and actionable solutions

Here are some of the most common recruiting problems you could run into in 2024 and how you can solve them:?

1. Attracting relevant candidates?

Challenge: What do you do when you’re trying to hire the right candidates? Do you cast a wide hiring net??

Doing so would yield an influx of unqualified applicants and bog down your pipeline with irrelevant candidates. This will ultimately take your time away from qualified candidates, disappointing them with a haphazard system.?

On the other hand —narrowing your search cannot be the answer either. You could miss out on potentially great hires because you didn’t target the platforms they were on.

Solution: So, what is the right sourcing scope? The solution is three-pronged:?

• Conduct research and look at past hiring metrics to find platforms that yielded great applicants in the past.?
• Write specific job posts to reach niche candidates passionate about your mission. This would attract the right people, but many unqualified candidates would also throw their hat in the ring.?
• In anticipation, you could use knock-out questions upfront to filter for must-have skills.?

Ideally, you would combine all three strategies, but two also work.?

Tip: Share employee stories showcasing your culture as a magnet for top performers who seek deeper purpose, especially if you’re hiring for a founding team.

2. Engaging passive candidates??

Challenge: Are the best candidates already happily employed elsewhere?? Many talented professionals aren't actively job-hunting, making them 'passive candidates.'? Standard outreach won't be enough to pique their interest.

Solution: ?To attract passive candidates, focus on the unique value you offer. Remember, they're likely content in their current jobs; you must show them something genuinely compelling to consider a change.

Maybe you offer the excitement of a fast-paced startup, appealing to someone tired of a slow corporate environment. Or perhaps your company is known for its inclusive culture, attracting a person of color seeking an environment where they feel valued.

Tip: The key is personalization. Tailor your messaging to each individual, pinpointing what would motivate them to make a move.

3. Hiring quickly

Challenge: If you’re taking weeks to hire and asking your candidates to sit through interview after interview, you’ll lose them to more agile companies.

Solution: To remedy this, you need to take a good, honest look at your current hiring process:?

• Do you need so many hiring stages??
• Are some stages taking longer than others??
• Do hiring managers take forever to give you feedback, or is scheduling interviews a nightmare??

Analyze metrics around application volume, candidate progression, and feedback timing to isolate delays. Perhaps you need to reduce the number of stages or work on a streamlined scheduling system that doesn’t hinge on email back and forth.

Tip: An applicant tracking system can help you with scheduling features and automated interview feedback reminders. It also provides the metrics you need to identify bottlenecks.??

4. Delivering a standout candidate experience??

Challenge: In a razor-thin talent market, candidates expect ultra-responsive, personalized interactions when exploring roles. Clunky processes frustrate and tempt candidates to bounce even after they’ve accepted an offer.?

Solution: Set clear expectations for communication cadences upfront. If you’re going to respond in two business days, say so. Offer self-scheduling features so they can sync your hiring process to their calendars.?

Create structured onboarding checklists so you don’t miss out on important steps that delay a candidate's ability to get into a job.

Tip: ATS simplifies the application process for both candidates and recruiters. On any device (mobile, tablet, laptop, or desktop), candidates can apply for jobs or express interest in a single click without creating an account. They can also apply directly using their LinkedIn, Indeed, or Facebook profiles or upload a traditional resume.? This streamlined experience attracts a wider pool of qualified candidates and improves your hiring efficiency.

5. Eliminating unconscious bias

Challenge: Unconscious bias could be sabotaging your hiring. No matter how well-intentioned your team is, we all have blind spots that unfairly impact our judgment of candidates.

Solution:? Briefings and training help, but the most effective way is to change the system.?

Anonymize applications to remove irrelevant factors like race and age, focusing on skills alone. Implement DEI reporting to track patterns, identify potential bias areas, and take proactive corrective action.

It won't be perfect, but these tools create a fairer playing field for all candidates and help you build a truly diverse and talented team.

In conclusion, recruiting challenges require innovative solutions, strategic thinking and a deep understanding of the complex interplay between technology, demographics and candidate expectations. By embracing these challenges as opportunities for growth and improvement, recruiters can build a stronger, more resilient workforce that drives business success and fuels innovation