Top 4 Recruitment Challenges

    It is a well-known fact that the recruitment process is full of hassles and a tedious affair that can drain out the best of professionals, including specialized experts and highly talented human resource managers. This is the reason why the modern recruitment process involves outsourcing the whole or bulk of recruitment process to RPO providers. But, since the number of job seekers is increasing by the day, the necessity of implementation of a wide-variety of tasks to achieve the objective of hiring a capable and deserving candidate is rising with time. As a result, the magnitude of challenges faced by the RPO providers has also multiplied.

    Not just the number of challenges, but the complexity of those challenges is also skyrocketing due to multiple reasons. Though there are numerous problems such as unreasonable demand of salary, scarcity of time, and ineffectiveness of the process, but as per the best reports available, there are generally four types of challenges which are majorly responsible for acting as roadblocks in the process of recruiting qualified employees.

    Finding the Suitable Employee within the Deadline:

    Gone are the days, when people used to spend their entire life in a single company, performing same job day in and day out. Today’s generation is much more open to risk, and always geared up to experiment with opportunities. To top it up is the relentless ambitiousness of today’s youth for quickly climbing up the ladder of success.

    Due to the strong influence of modern research and easy accessibility to innovative and exciting ideas, the youth have nurtured a fluidity and flexibility to achieve name, fame and money from their respective careers. This has led to rise in expectation from careers, both from the organization’s point of view and from the employee’s perspective. This is leading to employees wanting to jump to higher packages, companies firing the candidates more often, more frequent layoffs in MNCs, and employees voluntarily leaving the organization for grabbing a better opportunity.

    But, this trend has backfired as far as recruitment process is concerned. Now there is a constant need for the companies to immediately find an employee due to the volatile nature of market and employees. They require skilled candidates instantly who can fill the vacant position within the given deadline and budget. Thus, to view this from the recruiter’s perspective, it can be quite a hefty and cumbersome challenge to match up to.

    Avoidance in Being Coaxed by Illegitimate Resumes:

    Often misguided by friends or in an act of insurgence to prove themselves, candidates often put up fake information on their resume to coax the recruiters to hire them. In an attempt to cover up for an employment gap or making up for an important and required skill set, candidates have many times resorted to unethical means of lying on their resumes to entice organizations for hiring them. According to a recent survey, a major Software MNC in USA had fired some of their employees for faking their CVs.

    Whether out of greed for money or due to desperation for attaining employment, candidates try to lure the companies at the time of recruitment process by altering their duration of experience, fabricating the achievements, and even resorting to presenting fake reviews. Not just resumes and degrees, employees often fake referrals and certifications too. They try to take advantage of the fact that the companies and RPO providers do not have sufficient time to deeply research a probable employee’s resume. But, to prevent such fraudulent, the recruiting services are now delving deeper into every qualification and claims made by the candidate. They have also come up with various means to cross-check the details from the college alumni and previous organizations by harnessing the power of networking and by building contacts to capture any fraudulent job history. But, nevertheless it presents a major headache for recruiters in finding genuine candidates.

    Finding an Employee Who is Aptly Qualified for the Profile:

    Since the Great Recession (2007-2012), which was according to the experts, the worst ever recession since the Great Depression of the 1930’s, unemployment has risen at a tremendous rate and the turnovers and profits of the big corporate giants and all the industries have been deeply impacted as all the sectors have lost on a lot of money which is still yet to be recovered. Thus, at this stage recruiters just cannot just lose money by hiring the wrong people for vital profiles and designations, as it would mean huge losses of money for the company along with the wastage of time.

    Due to this reason, the recruiters are laying extra emphasis on the accuracy of qualifications and experience history of the potential employee before sort listing him/her for the suitable profile. The problem is that a majority of the candidates don’t have desired qualifications, skills, competence and expertise, required for complicated job roles. Thus, the recruiters are often caught up in dilemma, as for one job posting there are thousands of resumes to be gone through for properly sanctioning the post of an employee. It can be quite a troublesome task to find the right candidates as improper selection degrades the overall performance of the organization and often legal obligations and liabilities are also prone to come into the picture.

    Interview Planning

    In the 21st century, the interview for any job profile is usually a very detailed and extensive one. This is because interview is the medium through which the recruiters personally get a chance to interact and test the candidate face-to-face. The recruiters thoroughly test the psychology, mentality, attitude, and intelligence of the candidate and then take the decision of hiring or rejecting him after the interview.

    But since taking interview is a complex art in itself, hence, it needs to be well structured too. It is highly pertinent that the interviewer should ask and have the right questions for the candidate. But, the hurdle is that the questions vary from candidate to candidate, thus, it is a very laborious process which involves artful tactics for planning a set of standard questions in a matter of minutes before assessment of the candidate. There are various parameters for crafting the interview as it involves careful listening and accurate timing, which is a skill that only few recruiters and HR professionals possess.

    Another challenge that arises out of this situation is that there is shortage of good and skilled interviewers who can accurately assess the candidate and allot him/her the profile according to his/her talent and caliber. Overall, taking an interview is not as easy as it seems, and can really be a tricky affair for the recruiters.

    Explained above are some of the challenges that professionals encounter during the recruitment process. If you are looking for a reliable RPO Company India, getting in touch with Profit by RPO is sure to get your task done the right away and at the most competitive prices.

    Abhinav Girdhar

    Founder and CEO of Profit By RPO, Abhinav Girdhar, has 12+ years of experience in the world of recruitment market and entrepreneurship. With a bachelor’s degree in Information Systems Engineering from the University of Westminster, London, Abhinav has led Profit by RPO global efforts for the last 8 years specialising in overseas recruitment. Profit By RPO has been responsible for companies recruiting top talent in the market. Under his leadership, today, Profit By RPO is recognised as one of the top hiring companies in the world.

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