Hiring the right talent is one of the most common challenges HR professionals face. The dynamics of talent acquisition are changing, and staying ahead in this competitive landscape requires strategies that can bring effective results. At the EvalutaionZ Roundtable during the SHRM Talent Conference, industry experts came together to discuss common hiring problems and how to solve them. The discussion focused on effective strategies that can make a difference.

The Key Challenges in Talent Acquisition

The cohort identified six roadblocks that organizations face when it comes to hiring the right talent:

1. Converting Talent: Turning potential candidates into hires remains a recurring challenge.
2. Quality of Hires: Ensuring new hires meet the organization's expectations and requirements.
3. Candidate Ghosting: The frustration of candidates dropping off mid-process without communication and ghosting employers needs to be addressed.
4. Skill Mismatches: Hires often fall short when their skills don't align with the job's needs.
5. Retention & Infant Attrition: Keeping the right talent and reducing early-stage attrition is vital for stability.
6. Deployability of New Hires: Ensuring new hires are ready to contribute quickly and effectively.

Upskilling Recruiters

One clear takeaway was the need to train recruiters to:

• Spot the right skills in candidates.
• Understand job requirements better.
• Improve their ability to match candidates with roles.

By focusing on building stronger recruiter skills, organizations can avoid many hiring mismatches.

How Technology Can Help

The conversation highlighted practical ways technology is making hiring more effective:

1. Finding Talent Quickly: Tools are helping businesses figure out where the best candidates are and what salaries they expect.
2. Creating a Great Candidate Experience: Smooth communication and personalized touchpoints make the process better for candidates.
3. Preventing Interview Fraud: Technology can add checks to make sure candidates aren’t pretending to be someone else during interviews.
4. Building Trust: A new idea discussed was creating a “credibility score” for candidates. This would help employers judge a candidate’s reliability and trustworthiness.

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