It is no big secret that the skilled workforce of the world is shrinking. As nations develop, a new conundrum is developing. This problem is that of the ageing population. People are living longer and leaving the workforce. Add to that the issue of younger workers concentrating on careers instead of families and you have shrinking workforce for the next generation. And to top that of, the world simply isn’t producing enough workers with the high-tech skills which are in demand to work the new technologies of the digital age.
With all these factors in play, it is no wonder that many companies are finding that their recruitment processes are failing. However, these external factors are not the only reason why great candidates are hard to come by. Companies must look internally as well to figure out why candidates are passing over certain job offers, or why unqualified workers are making their way into the company. Only by identifying faults internally and addressing them, can employers hope to score in this competitive employment market.
Here are three big reasons that can negatively influence the recruitment process.
- A Company’s Branding is Poor or Non-existant
Companies that often fail on the recruitment processes might find that the cause is due to having either poor branding or no branding at all. Consistency and simplicity are key when developing your delicate web that is your corporate employer brand. But at the same time, that is one of the major problems. Companies should avoid having their recruitment process becoming a tangled web of a mess for candidates to navigate alone. This is a very common reason jobseekers find it such an ordeal to find a new job. Many companies force applicants to jump through so many hoops, eventually they get tired of jumping through them after awhile.
- A Company That Ignores Candidates
It is the unfortunate reality that many companies tend to either ignore candidates or couldn’t be bothered to even respond to them. Even if they don’t meet the cut, they want to know. They are far more likely to post a negative experience on social media; and we all know by now that social media can destroy a company’s image overnight in today’s digital age. Candidates will share their story over social media 64 percent of the time. Over half of the candidates who have a poor or very poor experience will socialise it. That’s enough to concentrate on your candidate experience as a part of the company’s recruitment process. A healthy recruitment process can lead to good company branding, so communication with candidates is imperative.
- The Recruitment Team Needs More Help
More qualified applicants means more candidates, which means more hires, and really a higher retention rate. With all this on their plate, maybe a company’s recruitment team can’t process all of this paperwork effectively on your own. With shrinking budgets, the recruitment team most likely is shrinking as well, which makes processing resumes a time consuming hassle.
However, companies can give recruitment teams the tools they need to utilise their time effectively. Applicant Tracking Systems greatly reduce the time spent reviewing the value in any particular resume, so you only have to look at qualified candidates. They can automate many parts of the recruitment process, thus saving the recruited plenty of time.
A combination of establishing the company as a respectful and good brand, responding to candidates, and implementing the right tools for the job, will all come together to improve the recruitment process and take a load off the recruitment team’s shoulders.