Screening is the most difficult aspect of recruiters' jobs, according to 52 percent of them. As a result, a large percentage of recruiters and employers use Applicant Tracking Systems to reduce the tedium of the screening process (ATS).
Fremont, CA: It is critical for recruiters to understand the key challenges in the recruitment industry in order to identify and solve them.
Recruiters have long complained about their inability to find qualified candidates for open positions. In 2018, 72.8 percent of recruiters polled said they were having difficulty finding qualified candidates. What if I told you that not finding the right talent is the bare minimum of the recruitment industry's challenges? In fact, not finding the right talent is not even a challenge in and of itself; it is a result of a number of other challenges. Recruiters face challenges such as attracting unqualified candidates, hiring biases, vague job descriptions, and losing good talent during interviews, among others, that prevent them from finding the best fit for a job. We have compiled a list of such challenges confronting the recruitment industry.
Challenges in the Recruitment Industry:
Preventing Good Talent
Screening is the most difficult aspect of recruiters' jobs, according to 52 percent of them. As a result, a large percentage of recruiters and employers use Applicant Tracking Systems to reduce the tedium of the screening process (ATS). According to a Jobscan study, 99 percent of Fortune 500 companies use ATS systems for recruitment. ATS systems automate the screening process, saving recruiters a significant amount of time. The issue with ATS systems is that they screen resumes using keyword searches. Screening for keywords may cost you your best candidate. There is a chance that an applicant with poor resume writing skills but excellent technical skills for the job will be screened out due to ATS. Let's look at an example to better understand this. Assume a Java developer has prior experience with Netbeans, a Java development platform. However, due to a lack of resume writing skills, the candidate only mentions Netbeans development in the resume and not Java development. An ATS system searching for the Java developer keyword will reject the candidate's application because it only has Netbeans developer as a keyword. As a result, ATS systems may result in the loss of good talent and the replacement of less qualified candidates.
Finding Time to Hire Candidates
The time it takes to hire a candidate is calculated by subtracting the date the candidate entered the pipeline from the date the candidate accepted the offer. Time to hire = day the candidate accepted an offer - day the candidate entered the pipeline The time to hire is increasing as a result of the increasing war for talent, and this stretched hiring process is a significant challenge in the hiring process. The lengthy hiring process may cost you your best employees. To begin with, 57 percent of candidates lose interest in job openings if the hiring process is too lengthy. Second, it takes an average of 27 days to hire a new candidate, but the best ones are off the market in as little as 10 days.
