How to overcome your biggest recruiting challenges
Published
In countries experiencing a more or less severe economic downturn, companies may think that now is a good time to maintain (or even reduce) headcount and take a more conservative approach to hiring.
The truth is that it depends on your industry, your business needs and your financial situation.
"When we are asked by clients whether they should delay hiring their team, my teams' answers are typically pragmatic. Do you have the available budget, talent and opportunity for first-mover advantage? If the answer If you answer 'yes' to any of these questions, then now may be the best hiring conditions you'll find in the near future," says Sharmini Wainwright, senior managing director at Michael Page Australia.
However, the same challenges your business faced before the pandemic will likely persist in the weeks and months afterward. Below is a list of the most common issues facing hiring managers - from talent acquisition specialists to HR managers - and a list of measures you can take to facilitate the recruitment of the best and most suitable talent in the post-pandemic period.
1. Senior management positions are difficult to fill
Filling leadership positions was difficult enough even before the pandemic. On the one hand, several factors have to come together for the relationship to work for all parties.
In addition to the certificates and experience on paper, solid soft skills such as leadership qualities, teamwork and the ability to learn are often required to fill management positions. An aversion to changing jobs during an economic downturn will only make the process longer and more arduous.
2. Special area + special role = particularly difficult
The challenges of filling leadership positions are exacerbated in niche fields that require applicants to have extensive prior training and certification to even be considered.
Take healthcare interior design, for example. In addition to meeting the practical needs of patients and physicians, healthcare facilities must also comply with a range of regulations - and these regulations are constantly changing.
This means that a comprehensive career as an interior designer for residential, commercial and commercial properties is simply not enough. The person in question must be familiar with the latest legal developments and adapt the healthcare facility accordingly - a major task for those unfamiliar with this area.
3. Fill urgently needed positions quickly
Who fills the position? - Source: oltmerconsulting.de
In an interview, Anthony Thompson, Regional Managing Director, Asia and Executive Board Director of PageGroup, predicts an impending war for talent: "When we went into this pandemic, there was a real war for talent. There will be one on the way out There will be another war for talent. Companies will want to hire staff in all sectors. It's just a matter of when.
Once the economy stabilizes, opportunities will come quickly and in abundance, meaning companies will likely experience a sudden increase in staffing needs. And this is exactly where the crux of the matter lies: Filling an urgent position quickly, if not done carefully, often comes at the expense of the quality of the hire.
Instead of making the right hire, time-pressed companies sometimes choose to fill a position immediately. Conventional methods of Recruitment , such as Job boards, such as job boards, are not the best choice because they rely more on applicants submitting themselves, which can be a passive, time-consuming process.
4. Hiring in a new market is challenging
Entering a completely new market is difficult enough. Aside from local rules, regulations and cultural differences, companies also need to find the right candidates and build a team from scratch.
One might think that large multinational companies would not have much difficulty attracting talent based on their name recognition alone. But times have changed.
Our Talent Trends 2022 The Great
"Candidates today are looking for much more than just a big brand. They want to know how a company's vision and purpose align with their values; they want to know how they can fit into the company culture, and they pay attention to things like diversity , equality and inclusion," says May Wah Chan, regional director of Page Executive and Michael Page Malaysia.
"Applicants ask deeper questions about a company's vision and how the company engages with the community. I advise companies to provide a simple, clear and consistent message throughout the application process," says Olly Riches, Senior Managing Director at Michael Page Indonesia, Singapore and Philippines and Page Executive SE Asia.
This is a great opportunity for companies, large and small, to work on their employer branding and corporate culture and, most importantly, to communicate these values to the outside world via platforms such as LinkedIn. However, hiring in a new market is still a challenge, and SMEs can work with local Recruitment partners Collaborate to learn more about the talent pool.
5. Conventional solutions are too general for my needs
Find a solution - Source: bw-tech.de
Traditional hiring strategies typically involve posting job openings on job boards. And although these methods will be used in the future Recruitment still play an important role, they are certainly not one-size-fits-all solutions.
With competition for talent fiercer than ever, companies are looking to differentiate themselves through tailored, targeted services, and this extends to their hiring solutions and approach to attracting top talent.
Additionally, most applicants visit job boards to search for available positions because they are either actively looking for a new position or are interested in the prospects available - but what about those who are not even considering a career change?
Passive applicants represent a large reservoir of untapped opportunities for employers. The only way to reach them is through a tailored, targeted approach through other channels, e.g. B. via the news feed on social media or via advertising messages.
Related: 5 interview questions that can help you distinguish a good candidate from a bad one
