The job recruitment process can be complicated, especially when there are countless applications to go through. Data shows that over 10 million people are actively searching, meaning recruitment teams have their jobs cut out. It can be a relief when the process finally ends and the right candidate is found. However, below are some challenges you might face before getting to that stage.
- The right job candidates often receive multiple offers
This challenge is faced during recruitment processes, making it difficult for both hiring teams and candidates to decide. Job search data shows that in several instances, the right candidate puts in multiple offers to grab the most convenient and highest-paying job among the lot. Some candidates fit into all the job requirement slots, making it challenging for hiring teams to place or recommend them for a specific role. Hiring a CEO or other top positions can be especially challenging which is why many businesses rely on executive search firms to help with recruiting.
Usually, these candidates use job interviews to assess and decide which company to work for. Therefore, while they are being interviewed for specific roles, it becomes an opportunity for them to meet who could become their boss. Indeed, even the most well-organized recruitment process can be faced with challenges. Therefore, it would be best to put contingency measures in place.
- A wide but unqualified applicant pool
As stated in the introduction, over ten million people in the country are looking for employment. That means there is a lot of frustration and clamoring for any advertised job that seems to fit vague experiences and qualifications. It is one of the reasons many recruitment agencies are saddled with thousands (if not more) of job applications for every advertised role. The problem here is that not every person who applied for the role has the exact experience and credentials sought after.
Sometimes, this challenge is caused by the recruitment team themselves. For example, when an advertised role doesn’t clearly communicate expectations, the chances of attracting unqualified applications are high. Secondly, the agency or team might have failed to expand its reach when the job was posted. Often, this results in a failure to reach the right candidate pool. When that happens, desperate applicants will flood your inbox with resumés. This can be avoided when requirements for the role are ably communicated, and shortlisting processes are made more stringent.
- The pressure to hire quickly
According to recruitment data, less than half of companies complete the process for new hires in 30 days. Others do so by the 14th day after interviews. And research has shown that regular and non-complicated roles usually take shorter time frames. However, sometimes, it takes longer for a decision to be made. This is common during the hiring process for C-Suite executives or highly technical roles.
For example, when looking for the right high-level executive for a law practise, firms like Wegman Partners have the skill to do so quickly without the associated stress. Indeed, the pressure to hire quickly is marred by the difficulty of reaching a consensus on an applicant. This is because unfilled roles within companies cost money and, in some cases, may disrupt operations. Therefore, in the quest to stop the wastage, recruitment teams are pressured to hire quickly.