Lack of candidates with the right skills
Global studies show that almost 87 percent of HR professionals around the world are disappointed about having to report a lack of qualified candidates even for entry-level jobs in companies. And since companies cannot perform with an understaffed team, HR managers are often forced to recruit the available ones and assign experienced staff to handle the training aspect.
Having to say no to candidates with career gaps
Aspiring employees – especially women – are often denied opportunities to re-enter the workplace due to the glaring gaps in their resume. Even if these candidates put up an impressive performance in interviews, HR Managers often have to eliminate such candidates citing skills that have not been updated over the years. Letting go of such talented candidates does not convey a positive image about the company or its HR department.
Turn down experienced candidates due to lack of technical skills
It is no longer uncommon for candidates to switch jobs if they are looking for a career change. However, most of them may not be equipped with advanced technical skills required for the new job. While the rich experience that the candidate brings to the company is a big plus, HR managers are unable to come up with strategies to employ such unskilled candidates and benefit from their varied experience.
Attracting Talent
Talent acquisition is among the highest priority human resource challenges this year. If you’ve ever tried to discover the right candidate in a pool full of unqualified talent, you’ll know that your options are limited. You’ll choose the best person you can find at the time—not the best fit for the job.
Competitive compensation and employee benefits packages are essential in attracting talent to your organization. But it’s not always about the number of candidates who apply; the best way to hire the right people is often from a smaller pipeline of more qualified talent.
Candidates – no show for the interviews
Although most of the big companies are laying off their staff in quantity, the candidates are turning down even the interview calls. Even the freshers or candidates with minimal experience are not showing up of the interviews. Finding a candidate with the required skills and making them appear for the interview also has become hectic task for the recruiters.
Job Shopping
One of the major hurdles of recruiters is ensuring that the candidate actually does not go shopping basis of an offer made. A recruiter is required to identify during the course of an interview, that a candidate is comparing salaries with the opportunities offered. In such a situation the recruiter has to quickly understand that entire process is a waste of time
Joining Date
To get a joining date is another of the challenging process. Once it done, the next step is get the candidate to actually join on the date set after a mutual agreement. Until then, constant follow up with the candidate is very important so as to ensure that he/she onboard the company on the said date and time.