(Newswire.net — January 30, 2017) — Every year we are faced with a great deal of uncertainty. We have no hold of whether and how the job descriptions will change or if universities will introduce new and more desirable bachelor degree courses. Furthermore, the advancement of technology is also a huge factor that determines whether or not there is a need for an additional workforce.
With this in mind, it is safe to conclude that, as a recruiter, you have one of the most challenging jobs. Thus, in order to ease the recruitment process without compromising its efficiency, the use of a recruitment software can help recruiters make more conscious decisions. This software can handle large amounts of data and keep the recruiters updated on the latest workforce trends, gain insights in to competitors’ companies, company climate, and industry players’ hiring activities.
The three biggest challenges that recruiters will face in 2017 are described below, as well as some useful tips on how to overcome them.
1. Retaining the Workforce
Unfortunately, most talent acquisition agencies focus too much on the hiring process and getting more qualified workers nowadays. In the process, they tend to overlook an equally important phase— retention. Hiring talents is just the first phase. It is actually the process of retaining these talents that proves to be a real challenge.
Most companies are looking for great talents that are qualified to do the assigned tasks. However, there is no such a thing as a 100 percent assurance that these newly hired workers will continue to work in your company or to consistently perform well. It is your responsibility, as a talent recruiter, to cultivate the sense of loyalty and retention from early on.
2. Searching for the Right Talent/Employee
One of the reasons why employees leave your company is because they no longer feel motivated and they lose the sense of belongingness. This is one of the failures of the HR department, as they tend to focus their efforts on administrative functions. HR’s primary responsibility is to manage the workforce and to make sure that everyone’s needs are met. Also, if the employees have issues and concerns, they should be there for them and ready to assist them in overcoming these issues.
Truth be told, when employees are asked to categorize the HR department as a friend or foe, the unfriendly side prevails. Perhaps the company is also to be blames for this misconception. They expect the recruiters and the HR department to hire an ideal workforce, all the while instructing the HR staff to be strict and stiff in implementing company rules and regulations. This shouldn’t be the case. Companies should aim to find the right talent, not the perfect talent.
Each person is unique and performs differently. Having a fixed standard of an ideal talent is bound to fail in the long run. The recruitment agency and HR department should start planning a strategy on how to acknowledge diversity among workers without showing favoritism and creating a hostile division among employees.
3. Recruiting Process Inefficiency
One would think that as technology advances, the hiring process would no longer be so tiring and the used methods would increase in efficiency. However, because of the tough competition among companies that is currently taking place, recruitment agencies are focusing more on attracting talent without paying much attention or thoroughly assessing the person’s potential and ability. And the consequences of this approach are highly undesirable as such efforts result in employing half-baked talents, adding more work for the HR department to provide additional training and education. Yet the question remains if the person is wrong for the job or the other way round, can this training make a difference and increase the worker’s productivity in the long run, or is simply a waste of valuable resources.
Companies such as SignalHire help recruiters make the recruitment process faster, cheaper and easier by means of the Complete Talent Acquisition Platform. By using this software, the above described scenarios can be avoided and companies can divert their efforts towards value enhancing activites, such as finding new ways to retain and motivate their employees.