What Recruitment Challenges Are You Facing in Your Company? Let's Share and Discuss

Hi, I am working for a software company as a human resource executive. I am working on problems faced by recruiters in the recruitment process. Can you please help me out by mentioning the problems you people face in your companies in recruitment? Thanks in advance.

Are you looking for a list of problems recruiters face or solutions to those problems? Further, please note that the same problem doesn't necessarily have the identical solution across all companies. Many factors unique to each company influence which solutions are applicable. At best, you will have a similar solution on which one needs to build. Like WORK AT HOME CLUB mentioned, please list out your issues before expecting members to add or give suggestions.

Regards,
TS

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• Bringing a science to your interviewing style by fitting the right candidates in line with the company mission, vision, and values.

• Reducing the cost of hiring, staff turnover, and attrition by hiring the right candidates and impacting your bottom line.

• Projecting a powerful employer brand image to attract talent.

• Understanding and interpreting non-verbal behavior and body language.

Thus, the impact of problems in recruitment will be minimized. Contact us at [Phone Number Removed For Privacy Reasons] or [Phone Number Removed For Privacy Reasons] or register here: https://www.townscript.com/e/find-the-right-fit on or before 15 October 2015.

Regards,

When we ask for problems…..it's not actually problem – Those are challenges/ issues you face due to various gaps in the entire process/ procedure, which is required to be filled in the middle to achieve desired results.
I have faced N- no. of challenges in past and keep on filling those gaps as situation changes on external factors, but I would like you to come-up with your own issues here and then let us give opportunity to add value and sense to it.

Challenges in the Recruitment Process

A lot of problems you may face as a recruiter during the recruitment process, from seeking the right candidates for vacancies, shortlisting candidates to interviewing. We can't predict all issues, but you can learn how to manage every single task to be well-prepared. You can find some helpful advice on the recruitment process in these articles: "Are Job References Still Reliable?" and "The Traps Recruiters May Suffer in the Interview Process," or visit "Recruitment Tips and Career Advice Blog" to get more helpful advice from HR experts.

Regards

Challenges Faced by Recruiters

I guess the biggest problem for any recruiter would be low turnout ratios. It is said that India has a lot of unemployed people. Being a recruiter, I can see that people are not serious about being employed. During the initial phone call, they assure us that they will come for the interview, but the turnout ratio is less than 40%.

The second problem is that during the phone call, we cannot observe the candidate's body language, which is an important aspect. Then, during the face-to-face interview, we often feel that the time spent interviewing the candidate was a total waste.

Thirdly, after a 40% turnout, when one candidate gets selected, he/she doesn't join. Therefore, out of 100 calls we make in a day, we end up with nothing.

No day is a recruiter's day.

Hi all,

I am actually a fresher who has recently secured a position as a database recruiter to source resumes. However, I am still unsure about the process of fetching resumes. Could anybody please suggest to me how to go about fetching resumes, particularly those from the USA?

I am eagerly awaiting some great suggestions that will help me stay connected with this recruitment process. Please, could someone assist me?

Thank you.

Hi Charan,

Are you working on US profiles? You can get resumes only from portals. For India, we have naukri.com, shine.com, times.com, etc., and indeed, which is free of cost.

Respected member, I appreciate your answer. Actually, I went for an interview at a company. Regarding technical stuff, I was much beyond the recruiters working there for many years. They observed and told me.

HR said, "You might have interviewed many people in IT at various levels, but have you worked on End-to-End recruitment?"

MY ANSWER: "I interviewed people for projects in my company and for clients of the company."

HR said again, "Did you work on End-to-End recruitment?"

MY ANSWER: "Actually, I was asked to do so when other company employees found it hard to assess the technical know-how of a candidate for a particular project. But sourcing and other stuff was done by somebody else in my company because I was busy coordinating projects. Actually, my job was to get requirements from the clients for software projects and get it done by the team and delivery, etc."

HR said, "So HR told me that they are looking for people who have worked on End-to-End recruitment."

HR said, "Your final submission."

MY ANSWER: "My skills will be an advantage to source the right candidate and read CVs full of software jargon, something HR GENERALISTS fail to understand indeed because they never worked in real-time on technologies. The clients for whom I have worked are more than happy with me because of my capabilities to understand their requirements efficiently."

So brother, HR was not convinced, but I am sticking to my belief that somehow I have worked on recruitment directly or indirectly. Actually, after five years down the line, I am planning to start my own software company with staffing services included. That is the main reason I want to work as an IT recruiter and gain some experience in this field, which will help me further in my life.

Dear Software Project Coordinator,

Thank you for your message. I understand what the HR interviewer meant. You can evaluate technical profiles only, due to your background. You have worked on only a small part, namely technical assessment, and therefore are unaware of the entire process of recruitment. This means that it would be difficult for you to evaluate the suitability of the candidate as a team worker or future manager/leader, identifying other behavioral attributes, conducting reference checks, or going back to the start and writing a job description, working on recruitment budgets, and so on.

Upcoming Program: "Find the Right Fit"

I am attending a program called "Find the Right Fit" next month on the 28th of November in Mumbai. You would definitely find it useful to attend since it provides detailed information on the topics mentioned above. I look forward to seeing you there.

All the best.

Regards,