Recruitment Challenges

Making a guess how it will be 5 years from now is near impossible. Artificial Intelligence has changed the way we do everything. Recruitment process across the world is experiencing it, from staying in touch with the candidate, fixing interviews to on-boarding is slowly being managed by bots. The computerization of recruitment will eventually assist the recruiter to automate many of the functions happening manually now a days.

One of the biggest challenges faced by the recruiter is handling large pool of resumes and filtering them for a perfect fit. Down the line, conducting personal interviews and mapping the academics and experience with the company’s requirements is not only time consuming but also proves to be very expensive.

Human resources departments serve a variety of functions, but recruitment remains one of the biggest challenges. With the increasingly competitive market for skilled talent, finding (and retaining) employees is arguably the most difficult task facing HR departments and recruiters.
Source (Randstad) https://www.randstad.ca/workforce360-trends/archives/top-hr-challenges-of-2017_601/
 

Most of the time, resumes from existing pool of candidates are either staple or shared with the recruiters on the basis of academics or experience which may not be relevant as the candidates don’t apply but being pushed to increase the count.

Humans are very good at specifying what’s needed for a position and eliciting information from candidates—but they’re very bad at weighing the results. Our analysis of 17 studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%. The effect holds in any situation with a large number of candidates, regardless of whether the job is on the front line, in middle management, or (yes) in the C-suite.
Source (HBR) https://hbr.org/2014/05/in-hiring-algorithms-beat-instinct
 

Under pressure of meeting recruitment deadlines, recruiters often ignore many crucial aspects and just weigh more on to best amongst available lot. Tracking candidates is also very critical. If the candidates are not from the same city, managing to call them for interview becomes another hurdle.

Moreover, the recruiter is not alone. Many recruiters are searching for goods candidates. In this challenging time, one has to race beyond others. The longer it takes to finalise, chances are that candidates might have had many other offers and may decline the recruiter’s offer.

Employers across the globe are facing the most acute talent shortage since the recession, according to the survey titled Talent Shortage Survey. Of the more than 42,000 employers surveyed globally, 40% are experiencing difficulties filling roles.
Source (Economic Times) https://economictimes.indiatimes.com/jobs/48-of-indian-employers-up-against-talent-shortage/articleshow/54913657.cms

 

We strongly believe that hiring should be done not just to fulfill the seats but bringing in the right candidates which enables growth for the candidates as well for the company.

Automation is changing the way we work, streamlining processes that once required only human interaction. Recruitment is a critical process of any organization; big or small. Having the right set of talent helps achieving the desired objective; still many companies are finding it increasingly difficult to source and recruit right kind of talent in this increasingly competitive market. It has been observed quite often the recruitment team is also not quite effective.

Automating your entire recruitment process will facilitate your team to be more efficient, it can streamline certain repetitive process and reduce time and cost considerably.

Comparison of Manual vs. Automated process

Generate leads automatically, pre-screen candidates instantly, track progress real-time, make your recruitment process effective and save cost.