If asked in 2022, many businesses would likely say that their hiring and recruitment procedures moved quickly as they attempted to recover from the global pandemic. In the wake of the pandemic's end, businesses were left rushing to fill open positions with qualified people, particularly in the first half of 2022.
However, that quickly changed in the latter half of the year, as many businesses faced economic uncertainties, supply chain troubles, and, most importantly, the effects of the Great Resignation wave. Moreover, global research conducted by Monster found that 90% of businesses were having trouble filling positions, with 29% of those businesses agreeing that the skills gap had widened since the previous year.
That said, some businesses may face equally difficult conditions this year. This article will list the most pressing recruitment challenges companies can expect in 2023.
A strong employer brand boosts a company's ability to attract and retain top employees. Employer branding was formerly seen as a minor part of the recruitment process, but it has now been elevated to a more central role. A company's employer brand is its corporate identity; therefore, it's important to get it right. In the eyes of potential employees, this is what separates an organization from the competition. Nevertheless, a company's employer brand consists of more than a name and a logo. Every small decision the company makes impacts the talent pool they need to work with. For instance, even the employment boards that a company chooses to post ads about their job openings can leave a lasting impression on potential candidates.
That being said, it is one of the obstacles of the selection process since organizations need to make their prospects and present workers comfortable. Therefore, company owners must venture out of their comfort zone and find out how their workers feel about their work environment.
One of the most effective ways to find new employees is to conduct an internal poll. The existing staff of a firm is the best source of information about its strengths and flaws. Demonstrate the organization's values to help job-seekers understand what it's like to work there. Recruiters must be cautious about how and when they reply to applicants who express interest.
Moreover, one of the greatest strategies to deal with this recruiting issue is to strengthen the employer brand. Fortunately, with the help of an ATS, businesses can streamline the procedure. The result is a customized career page that effectively conveys the company's values and streamlines the application process for potential employees. Recruitment professionals may also streamline and optimize the application procedure for use on mobile devices. The benefit of this is that job seekers can create a profile and submit applications to companies across the globe from the convenience of their mobiles
LinkedIn reports that 75% of job seekers will not consider working for a firm with a poor image and that the best applicants are picked from the market in just 10 days. Good candidates are always being courted by recruiters in an effort to fill open jobs, and they probably have more than one offer in the works at a time.
This has caused the traditional recruitment model to flip. Instead of applicants actively contracting firms, now extra effort is needed from recruiting teams to attract the candidate's attention. In fact, 76% of recruiters on LinkedIn say that finding qualified applicants is a major difficulty.
A quality brand allows prospective employees to see themselves working for the firm, which is a huge help when trying to connect with a candidate who is already being pursued by competitors. Research shows that a strong employer brand decreased attrition by 28% and recruiting expenses by 50%.
As a result, as soon as they start looking into the organization, prospective employees will know what makes it special. In addition to establishing a solid reputation for the firm, it is crucial to foster a welcoming and supportive work environment for all employees.
The time required to find the most qualified candidates among a large pool of applications means that the hiring process might be lengthy. Both the candidate and the hiring manager will be frustrated by a lengthy recruiting process. One possible cause of a drawn-out hiring procedure is an inadequate pool of candidates.
Recruiters may overcome such difficulties in the hiring process by creating a robust pipeline of prospective employees. This pipeline should consist of employees that the company has already met and are seen as solid prospects for future openings. Ensure the organization has a steady supply of talent by reaching out to previous applicants and finding new ones. Additionally, businesses have another option for finding people that suit their needs: passive applicants who aren't actively looking for work.
Another reason that causes lengthy hiring is finding the wrong person for the job. It may be difficult for recruiters to sift through all the information available about potential applicants and arrive at a decision on who to hire.
Artificial intelligence can help here, since it may efficiently narrow down the application pool to include people whose skills and experience are a good fit for the open position. This will ensure the recruitment process is completed faster and more efficiently.
The difficulty of hiring increases with the passage of time. The recruiting standards for 2023 have been raised significantly. In 2023, many issues and challenges can be fixed by implementing an applicant tracking system (ATS) and focusing on building a strong employer brand that is capable of attracting the best talent.