Blog Post

Today candidates have become INCREASINGLY  demanding in recent years , they know their worth and aren’t afraid to turn their back on a potential employer that fails to tick all the boxes .  Recruitment is hard , it is like finding needle in a haystack . It's the only job where ,  what you are selling can turn around and say 'NO' .

Inspite of Recruiters doing everything right wherein they go out to meet their client and invest time understanding the job specification , the hiring process, organisation culture , work environment , industry & business operation insights  and clients expectations from this job specification

AND…………………

They go viral in search of  the perfect FIT with digital job advertisement on various site , searching candidates through various job portals , social & professional networking sites  & then spend time in setting up various rounds of informative discussion about the job mandate , client details & then analysing, assessing, evaluating & interviewing suitability, going beyond the resume to understand the candidate as a ‘COMPLETE PERSON’,  finally they have endorsed the shortlisted profile to their client & then managing the entire pre & post recruitment process cycle finally where candidate secures a great offer and gets everything agreed for , gives final acceptance & the joining date confirmation .

At the end moment , though no fault of the recruiter/ recruitment consultant ,  our own ‘ENDORSED CANDIDATE’ – says  'No, I've got counter offer from my current employer / got another good opportunity / changed my mind '.

This puts the recruiter  at complete toss,  as with this ‘NO’ , it's all over and the recruitment status for that particular job mandate is  right back to square one , that began two months ago without any productivity .

The recruiter does all the work , spends lot of time and resources, manages  the process with skill and diligence , but if our ‘Great Potential’ candidate gets picked up by another competitor/ an internal referral, then it is job over for the recruiter , walking  away with nothing after spending weeks & months on an assignment .

"Recruitment is  Managing Intangibles"

Well, recruitment is a colossal responsibility  , balancing Speed with Quality , wherein it is either First prize or nothing , therefore if the recruiter's go wrong , then everything may flip around. The organization and the recruitment specialist need to work as an inseparable unit to uncover the treasure, that is  ‘RIGHT FIT’ candidate  for the position.

These situations/scenario are only confined to small or mid – size recruitment consultants , but also to big recruitment firm.  At times, it is truly difficult to adapt up to a portion of the difficulties that come their way

Recruitment Is Managing Intangibles where everyone sees the success but not the effort . At times we equally must have come across the recruiter’s voice saying ,  ‘recruitment is a thankless job’

Here Are Top Recruitment Challenges -

• Quality Recruiters-  The recruiters have inadequate training on essentials recruitment skills, business & industry insight.
• Finding top talent that fits with company culture
• Many companies view hiring as a SECONDARY function of the business
• One Job Position ; 200+ applications received BUT many do not qualify the  criteria
• CV’s are more of cosmetic today with empty words on resume
• Recruitment Competition- It is either first prize or nothing -  Speeding up the recruitment process –Balancing speed & quality
• Many a times Hiring Managers have unrealistic credential requirements for candidate.
• Managing candidates unrealistic expectations
• At times Low-balling the offer compensation
• The longer the process takes the more likely the candidate will lose their interest
• Failure of meaningful feedback which influences the search and selection process
• Lack of Commitment from the candidates - No Interview Show-Ups , Joining Back-out post accepting offer It hurts the image of the consultant big time and also their business opportunities gets affected due to these kinds of no shows.

Remember , the key factor to successful hiring is momentum and constant communication , personal & professional networking with the candidate.  It is important to have human voice in the system  .Great recruiters, who move from transacting to consulting, start to win more than they lose. Build trusted advisor relationships and work to get exclusivity on orders to increase your job-fill ratios.

Building Trust - Being Responsive - Being transparent - Value-Added Consulting.

We invite your views on the recruitment challenges – which many of you have come across

By Sarla Sharma

Pioneer Management Consultant Pvt Ltd

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