Question

What types of recruiting challenges do organizations face? What might organizations do to overcome these challenges?

Answer 1

• One of the biggest struggles recruiters are starting to encounter is the need to make a quick hire. Many organizations had time during the recession to deliberate over candidates’ qualifications and conduct multiple rounds of interviews, but competition is heating up once more for great talent. In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit workers.
• Solution:- HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates’ information into systems or speaking with managers about the specific requirements of a certain position. Ensuring all of the needed information is already documented and easily accessible can save recruiters some steps and cut down on their recruitment time.
• Many organizations have to make do with the resources they have, and sometimes there isn’t much to work with. While some HR departments are given large budgets to place ads across the Internet so job openings are in the hottest recruitment spots, others may have to use free job boards or take out space in more traditional recruiting channels. This can present big problems with finding qualified candidates.
• Solution:- Not every department can boost its recruitment budget, but HR professionals are able to examine where the best hires are searching for jobs. Platforms like social media can be great and affordable solutions to this issue for HR professionals, who can use their LinkedIn profiles, for example, to send out information about open positions to others on the social site.
• Organziations and HR often see themselves stuck when they aren’t receiving resumes from candidates with strong backgrounds or skill sets needed for the position. Even if these recruiters reach out to passive job seekers, they may hit a brick wall in terms of finding the talent they need. This is an all-too-common problem for recruiters, but one that they are starting to face more often as the competition for key performers heats up.
• Solution:-HR professionals need to get out of the mindset of hiring for a position rather than assembling superstar talent. While recruiters may have to fill a certain position, they should also be open to training and educating talented workers so they can acquire needed skills.HR representatives can also adjust the position’s job description.
• New hires need to be able to integrate into a team and work well in the company environment, otherwise HR professionals will have to start the talent acquisition process all over again.
• Solution:- HR professionals should ensure they describe the company culture as best as they can in job descriptions. Displaying the company’s mission and aspects of its internal environment can help job seekers understand the organization better, which can ensure only those candidates who may fit well will apply.
  
• To meet and overcome these challenges, organizations must forecasts human resources needs and demands. Organizations can recruit potential employees through the means advertising, employee referrals, employment agencies, school recruiters, walk-ins, and through the internet.
• Organizations must also use procedures based on statistical methodologies as set forth by I/O psychologist as for selecting potential employees used to develop selection systems, such as the criterion-related; which, is based on scientific principles and statistics; such as conducting a validation study.
• Getting selected individuals to accept open jobs requires an organization to provide a realistic job preview (RJP), which organizations use to give applicants accurate information in relation to the job and the organization.