HR trends and what they mean: Hiring headaches

Welcome to Personio Pulse: This Week in HR, where each week we take a look at the latest trends in the world of work, what you need to know about them, and what they mean for you as an HR professional.

This week, we want to talk about some of the latest data detailing troubles with hiring, and how rethinking the ways we fill and manage our talent pools might be the secret to long-term organizational success.?

What you need to know?

The latest data from Indeed has found that 58% of employers in France, Canada, Germany, the United States, the Netherlands, and the United Kingdom believe that hiring is increasingly challenging. But what seems to be the issue? Digging deeper, there’s a bit of a paradoxical response — employers say their biggest challenge is finding quality applicants, while job seekers say it's having access to quality roles.?

We see two factors at play here. The first is a misalignment of talent pools, making it harder for quality applicants to find quality roles. The second is a need for organizations to hire for skills. If employers want to find the best candidates, they need to address both factors by expanding their scope while refreshing their processes.?

What others are saying about it?

In our Workforce Pulse, Phillip Blaydes , Chair at Talentful , espoused the benefits of taking a more skills-first approach to hiring: “Sourcing for skills provides a greater platform to increase diversity and broadens your ability to hire top talent in more competitive landscapes… [organizations should consider] pivoting hiring requirements to source inherent abilities like EQ, motivation, grit, and other transferable skill sets gained across a lifetime of varying roles.”

What that means for you

Moving forward, organizations need to consider how they plan on expanding and managing their talent pools — and deciding whether to do either. As part of that, we’d recommend some of the following:?

• Broaden your search criteria: Expand your talent pool by considering candidates with diverse backgrounds and transferable skills. You may also want to consider ‘career returners’ (those returning from a career break of some kind) or employees from completely different industries.?
• Utilise diverse channels: Explore various platforms and networks, including social media and industry-specific job boards, to reach a broader audience and tap into hidden or passive talent pools. This style of proactive recruitment can find candidates before they even consider applying.?
• Leverage technology: Implement AI-driven tools to streamline the recruitment process, helping to identify candidates with the right skills and potential, rather than just traditional qualifications. You may also want to revisit your hiring process and if it’s evaluating candidates in the right ways.?

What else should I read?

• Personio Masterclass: Four things every Talent Acquisition lead needs to know
• Why is everyone talking about…passive talent pools?
• 11 recruiting KPIs your hiring team needs to track

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