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5 Recruitment Problems and Ways to Solve Them

Where to get candidates if there is no place to get them, why it takes so long to close the position, the candidate has disappeared in two steps before the offer. And it can happen even in companies, like https://www.playamo.com/de/games/slots, where the most satisfying conditions are provided. Here are the most frequent problems in recruiting and the secrets of how to solve them.

Lack of Relevant Candidates

HR is trying their best, time is running out, but the “wrong” candidates are coming for the interview? Analyze your recruitment funnel with our checklist:

  • Which fits your situation more – not many responses, or there are responses, but the candidates are “not right”?
  • Is this situation only at the time of this recruitment, or does it recur with every campaign?
  • Analyze at what point the biggest churn of applicants occurs. Does everyone make it to the test?
  • Have you been looking for an employee for the same position before? Have you encountered the same problems?

And here are the possible reasons.

No Response

A bright ad that grabs the attention of candidates is a big part of your recruitment success. And, if you:

  • Specify requirements that don’t match the position.
  • Offer the salary that is below market.
  • Have too rigid requirements.
  • Haven’t set up your advertising campaign correctly.

No wonder you’re not getting many responses.

Everyone Is Wrong and Everything Is Wrong

It’s probably again the job text that’s to blame. Check it out:

  • Whether the job title is correctly stated – there should be no “sales guru” or “logistics ninja”.
  • You have not indicated in the text of the ad critical for you moments – for example, the mandatory experience of 5 years or more, experience in B2B, driving license, etc.

Screening of Candidates

When does this happen – right after the interview with HR or at the test job stage? Maybe it’s too big and complicated? Or are you giving it too short a deadline to complete? Analyze it, test it with a focus group, shorten it, and move it further down the funnel – for example, after the meeting with the manager, when the candidate is already motivated.

The Same Rake

If you had the same situation a couple of years ago – for example, you were looking for someone for the same position – remember what it was like.

What kind of position was it? A narrow specific vacancy or an employee for a line position? If it was the former, a “longshot” recruitment is normal, such an employee is not easy to find.

The Problem Wasn’t There Before

But there is still a problem, which means there is a reason. In any unclear situation, analyze the data – the course of advertising campaigns and statistics of the selection funnel.

And here are other situations that every HR person is familiar with.

Why Does It Take So Long?

Everyone seems to be working, the recruitment process is in full swing, but there is no result. You need to understand that the recruiting process is a complex process, and a lot depends on the team working well together. To make it work as smoothly as clockwork, schedule the funnel, specify tasks at each stage, determine the deadline and the person responsible for each stage.

For example, an HR person has found a certain number of suitable candidates and passed their resume to the manager, who says he has not received anything. It’s necessary to document everything – for example, in a letter, to restore the whole picture and understand where the process is failing, or even better – in specialized software, designed specifically to manage the recruitment process.

Super Ambitious Candidates

Yes, there are some candidates. They are confident in their abilities, although far from perfect for the requirements of the vacancy. The main reason is again in the text of the vacancy. How much detail you write about the details, requirements, and most important moments for you determines the number of responses in general, and the number of relevant responses.

How does it work? Every hiring manager wants to hire a highly competent employee. He asks HR to specify more experience than required and stricter requirements than required. Most often, it happens that adequate competent professionals who read the vacancy and find that they don’t fit in 1 or 2 parameters, don’t send a response. But self-confident applicants who want a big salary and a job in a fancy office, don’t hesitate to respond. And it doesn’t matter that they don’t meet the requirements and competencies listed in the ad.

 Disappearing Before the Offer

But let’s imagine a situation where the selection is successful, you have interviewed several candidates, tested them and finally are ready to make an offer yourself. However, the candidate disappears.

There can be many reasons, from the candidate getting a more attractive offer to the disappearance of motivation. To minimize such risks, we recommend taking feedback at every stage of the funnel – do the candidate like everything, what are their impressions, what is important to them?

These aren’t empty questions – you clarify the triggers that will be important to the candidate in their future work. If the much-loved HR question “What do you see yourself as in 5 years,” he talks about ambitious plans, full of ideas and enthusiasm, cool projects and challenging tasks, rather than “coffee and cookies” are more important to him. Use this information when preparing an offer, and the candidate won’t be lost.

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