Talent acquisition is highly detail-oriented, especially for enterprises that are getting thousands of applications for each hiring campaign. Resolving these tasks head-on to avoid talent acquisition problems could lead to overlooked talent and wasted recruitment time. So, we’ve compiled a cheat sheet to help your company enhance its recruitment workflow.

In this post, we share 12 of the most prevalent talent acquisition problems affecting hiring managers and how to avoid them to attract the best candidates.

Let’s dive in.

Talent Acquisition Problems – #1: Burdensome Workflows

An entire recruiting campaign often includes scheduling interviews, follow-ups, resume vetting, and candidate assessments – just to name a few. Repeating these tasks for hundreds and thousands of applicants can overwhelm even the most diligent hiring teams.

Solution:

AI automation’s scalability and reliability can replace and expedite manual TA tasks. These intuitive tools minimize human error while ensuring quality content for every campaign, role, and application.

For instance, Ongig’s Text Analyzer creates compelling JDs in response to your job title prompt. Text Analyzer automatically generates quality JDs with key sections that meet the latest DEIB standards while responding to job seeker trends.

That way, your hiring team just has to review outputs and make any edits. Then they can focus on improving hiring strategies, such as conducting skills-based interviews.

Talent Acquisition Problems – #2: Overlooking Hybrid Workforce Needs

The hybrid workforce seems set to stay for the long term. One industry research shares that over half of remote-capable US employees expect and prefer hybrid work. It is crucial for your recruiting team to secure the attention of talent within this category of hires. You can maximize talent acquisition outcomes in this area by presenting JD benefits like:

• Flexible work days: For example, you could give employees the freedom to schedule in-office and remote work days. Your JD should also state the required number of days for each category.

• Mentorship programs: A mentoring program can foster a deep sense of belonging among employees and promote a positive work environment despite the distance.  

• Onboarding matters: Consider specifying the onboarding process, such as breaking down the percentage of time spent on remote and on-premise training. The initial training arrangement can give candidates an excellent first glimpse of your company’s hybrid work culture.

Solution:

Ongig’s Text Analyzer platform automates JD content in plain language based on a specific role. As such, you can consistently engage remote and hybrid workers with JD sections that correspond with candidate interests.

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