In general, the goal of recruiters is to fill the funnel with talent and then sort that talent until the best people are matched to the right roles.
The working environment is constantly changing, so even if the core goal does not change, the context is constantly shifting. Most likely, the economy, the law, and compliance are the main forces of change that make it hard to hire people.
In addition to this, the recruitment market has recently been shaken by large-scale global events like the COVID epidemic and the volatility in energy prices, which have sparked skyrocketing inflation and a cost of living crisis.
In essence, the issues with COVID and inflation that recruiters deal with in 2023 are different from those in 2022. Even if the questions are the same, things are always changing, so the answers to the recruitment problems from the year before may not always be the same. Here, we examine the 10 greatest hiring difficulties for 2023 and their remedies.
1. Deciding on the best tools to handle the aspects of the hiring process
The recruitment process is made up of various processes, such as posting vacancies, managing applications, vetting resumes, assessments, and interviews. When your agency hires contract and freelance workers, there may be a lot of work behind the scenes, like filling out timesheets.
A tech stack solution exists for every one of these. Many of these processes are integrated into some solutions, which may further lower costs and make the purchasing decision easier. If you want to make things work with the program, you might have to make some compromises or change how you do things. Decide what your individual issues are, such as where you waste the most time, and make fixing them a top priority to assist you to make the best decisions to address this recruitment obstacle.
2. Maintaining applicants’ interest throughout the application procedure
Many recruiters who have come across good candidates discover that job seekers quickly lose interest because they have been drawn elsewhere, wooed away by other recruiters or chances. This may be a reflection of the world’s apparent transience in general.
Making sure that recruiters form close bonds with such prospects is the best method to overcome this recruitment challenge. Encourage the candidates to be honest with you as part of your relationship, and ask them if they are looking into other jobs or if they have any concerns about the job.
Relationship building is an old-school search and selection skill that is easy to overlook when technology takes over the hiring process but always keep in mind that recruitment still remains a true people business.
3. Shorter hiring process
Getting people hired faster is another ongoing issue. Clients of the agency frequently have immediate needs. Additionally, candidates would prefer for the procedure to be finished in 14 days. The easiest way to overcome this recruitment difficulty is to strive to expedite the search and selection process because it’s typically impossible to avoid the necessity for successful candidates to negotiate notice periods with prior employers.
The key is efficiency. An integrated, good tech stack is essential for streamlining the hiring process steps and shortening the time to offer, from scanning resumes using machine learning algorithms and keyword searches to video interviews and process automation.
4. Lack of skill, diversity, and untapped talent
The market will be more volatile than ever through 2023 as a recession looms. In particular, in businesses like IT, where there was enormous development during the pandemic amid increasing demand for work-from-home technology, long-standing difficulties like the skills shortage may slightly ease. Big tech is undoubtedly displacing workers and returning skills to the market.
This, however, is not a solution to the talent gap. Immigration issues make it difficult to recruit from international markets. One good way to get around this problem is to use talent pools that haven’t been used yet. To help with the need for diversity, job postings should be written in a way that makes them more appealing to people from different backgrounds and with disabilities.
5. Utilizing data more effectively
Because the recruitment industry uses cloud technologies so much, a huge amount of data is being generated. Some of the solutions to the growing number of recruitment problems could be right in front of you, but they are hard to see because they are in different data sets from different software systems.
This may be overcome with the aid of a specialized tech stack analytics and reporting solution. Data from many apps can be combined in order to find hidden trends or spikes that can provide business intelligence and support decisions with hard facts.
6. Understanding of the tech stack market
The technological market for recruiting is expanding. Like in any market where there is an abundance of options, customers may feel a little overwhelmed by their choices. There can be some confusion given the wide range of technology available.
This may be about the actual functionality of a tech stack cloud software product as well as the need for it. Finding the challenges you wish to solve and asking the software service providers how their platforms address them are part of the solution to this recruitment dilemma.
If you believe your agency needs assistance in overcoming this recruitment challenge, a strong tech stack partner should be able to offer guidance and integration services to get the various platforms in your tech stack correctly communicating with one another. This isn’t your average IT help; it’s a specialized service offered by a company that knows the tech stack industry.
With Bilflo, you can automate every back-office task and manage hundreds of contractors and direct hires on one simple platform. Save time and labor while doing more for your business.
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