The recruitment industry is constantly evolving, and recruiters need to adapt to suit the changing landscape.

There are times when candidates are in plentiful supply, and times when it’s a difficult market. Amongst this, there are many other daily challenges faced by recruiters. It is a highly rewarding industry, after all, you are helping people to secure jobs. However, it is not always easy!

These are just some of the most common issues, along with some of our suggestions for overcoming them.

1. Building a Strong Brand

It can be difficult to secure the best talent on the market if you do not have a strong brand that people trust. Most candidates are looking to secure roles with names they know – and who have a great track record. There are many ways to build your employer or agency brand, including ensuring you provide a professional service, and manage candidates’ expectations. You should also keep an eye out for any negative comments about your company, so you can try and turn them around. Candidate experience is everything. Companies like DocuSign have got it right. They spend a lot of time analysing the experience of candidates and finding out how they feel about the recruitment journey. This is a great way to gain valuable feedback and adapt your processes to ensure candidate satisfaction. If you don’t know where you’re going wrong, and how to become a leader in recruitment, how can you make any changes?

2. Hiring Quickly 

How many times have you been told that a vacancy is urgent, and you need to drop everything to get on to it, right away? Probably too many times to count! This is one of the challenges faced by recruiters daily. Everything is urgent! One way to handle this pressure is to invest in a recruitment CRM, which is most common amongst recruitment agencies but can be used in-house too, especially if you are dealing with high volume, urgent vacancies. With a recruitment CRM, you can automate a lot of your admin tasks and create talent pools. With this capability, you can always have candidates you can access, whenever you have a vacancy to fill, making the whole process much easier – and quicker!

3. Competitive Market

Whether you’re a recruitment agency or an in-house recruiter, there is a lot of competition to deal with, in terms of recruiting talent into an organisation. With this, comes a host of challenges. How do you entice candidates to join, how do you ensure you stand out from the sea of other opportunities? The answer is quite simply to provide a great candidate experience. Making sure you give candidates as much information as possible and offer a personable approach, i.e., phone calls instead of emails will set you apart from the crowd. When you put in the effort to attract candidates, you are more likely to get a favourable response from them.

4. The Wrong Culture Fit

Candidates can be great on paper, but if they don’t fit in with the culture – they won’t be happy, and neither will you! It is important to get it right, for both parties. Don’t make the mistake of just focusing on the experience and skills, make sure the candidate is furnished with all the relevant information they need about the company. For instance, video content explaining the culture and environment, case studies, etc. They won’t be in for any shocks and it makes your life a lot easier if they know exactly what to expect.

5. Ghosting

A candidate applies for the job. You speak to them, everything goes well, and then – they fall off the face of the earth. ‘Ghosting’ is not just part of the dating scene; it is one of the most common problems in recruitment too. Why does it happen, and what can you do about it? There is no ‘one rule fits all’ for ghosting, but there are several reasons why it may happen. If the candidate doesn’t feel like you have connected with them on a personal level, they won’t think twice about doing a disappearing act. However, you are far more likely to get engagement from them if they feel that you value them. This all comes from building a good relationship with the candidate. They won’t ignore you if they feel that you are someone they trust and respect.

6. Consistent Process

It can be difficult to keep on top of the recruitment process if it’s inconsistent and everyone has different approaches. This is where an ATS can be extremely useful. It is particularly beneficial for in-house recruitment teams who want to be able to streamline the entire recruitment process, bringing greater transparency and efficiencies to your recruitment operation.

How Can We Help?

If you are considering introducing recruitment software into your organisation, we provide a unique software comparison service to employers and recruitment agencies. Get in touch with Rectec to discuss your needs and we’ll be delighted to help.

Our sophisticated tool, Rectec Compare, will help you deal with the challenges you face as a recruiter by helping you choose the solution that’s right for your business. We provide our comparison services free of charge, quickly analysing your requirements, and comparing and matching these with the solutions provided a wide range of vendors. It’s a time-save, money-saving, technology matching service, that creates a unique technology market for your organisation to find your perfect software fit. If you’re in the in market for recruitment technology and you want to get started right away, you can register for our services by clicking here.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complimentary tech marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

Lyndsey McLaughlin, Social Media Manager and Copywriter – Rectec

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