Recruitment Challenges and How to Avoid Them

Every HR professional faces certain challenges when they are trying to hire new employees. From not receiving resumes from candidates with enough experience to being unable to sift through applications effectively, many HR professionals must tackle  their search for great talent in various  ways. These issues require HR representatives to adopt specific solutions and strategies if they want to improve their hiring.

Here are five of these challenges and how to overcome them:

1. The need to make a Speedy Hire.

According to an article in HR resource, one of the biggest struggles recruiters are starting to encounter is the need to make a quick hire.In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit employees

Solution: HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates’ information into systems or speaking with managers about the specific requirements of a certain position. Ensuring all of the needed information is already documented and easily accessible can save recruiters some steps and cut down on their recruitment time.

2. Not having enough resources.

Many HR professionals have lesser resources to work with. While some HR departments are given large budgets to place ads across the Internet so job openings are in the hottest recruitment spots, others may have to use free job boards or take out space in more traditional recruiting channels. This can present big problems with finding qualified candidates.

Solution: Not every department can boost its recruitment budget, but HR professionals are able to examine where the best hires are searching for jobs. External recruitment partners can be of great  help since professional recruitment consultants have expertise in searching, coordinating and managing the end to end recruitment process.

3. Being unable to find the perfect candidate for a certain position.

HR professionals often see themselves stuck when they aren’t receiving resumes from candidates with strong backgrounds or skill sets needed for the position. Even if these recruiters reach out to passive job seekers, they may hit a brick wall in terms of finding the talent they need.

Solution: HR professionals need to get out of the mindset of hiring for a position rather than assembling superstar talent. While recruiters may have to fill a certain position, they should also be open to training and educating talented employees  so they can acquire the needed skills.

4. Understanding and using analytics effectively.

Big data may be a topic that’s old news to many HR professionals, but analytics remain a big challenge for many HR professionals. Being able to sort through data acquired through human resource information systems and other types of technology can be difficult for HR professionals. Making sense of the collected data can be especially tricky.

Solution: HR professionals should work with data analytics experts or HR solution vendors to understand what various data points mean and how the department can harness them. Recruiters can then create cheat-sheets to help them understand how certain types of information can be used in the future.

5. Finding workers who fit the company culture.

New hires need to be able to integrate into a team and work well in the company environment, otherwise HR professionals will have to start the talent acquisition process all over again. Finding workers who fit the company culture can be the business’s top recruiting challenge.

Solution: HR professionals should ensure they describe the company culture as best as they can in job descriptions. Displaying the company’s mission and aspects of its internal environment can help job seekers understand the organization better, which can ensure only those candidates who may fit well will apply.

How to Stop Making Bad Hiring Decisions

Sometimes, HR recruiters do make bad hiring decisions which bring along a few fatal repercussions. Every misfit hired leads to huge costs for the company in terms of salaries, other variables, induction training, on-the-job training, etc.So what makes you good at hiring? You need to know who you are as an organization, what you want from your employees, and what process determines if a candidate is a good fit.

Let’s take a look at how to hire right candidates and immediately put a full stop to making bad hiring decisions.


A candidate’s skill-set isn’t limited to their functional abilities. It also includes how good they are with regards to the interpersonal equation with colleagues and/or customers. Employers who don’t take soft skills such as leadership  and communication into account may set themselves up for a bad match.


Halo Effect: If the first impression of a candidate is very positive, then interviewers  tends to ignore the negative characteristics in the person and concentrate only on the positives. They start seeing the person with a halo of the positive first impression. This has to be taken care of and should be avoided for better results.

Horn Effect: If the first impression of the candidate is negative, interviewers tend to ignore their positive characteristics and concentrate only on the negative ones. They see the person in the light of the negative first impression, thereby increasing the probability of not liking the person. If an interview starts with a negative statement from the interviewee, there is a higher chance of him being rejected.


Hiring works both ways – while you may be convinced with a candidate, are they convinced about you as well? It is important that you clearly state the pros of working with your organization. Preferably, align it to what they think is important to them as a professional. You must tell them ‘what’s in it for them’ with respect to the compensation structure, growth pattern, career advancement, and other significant opportunities in your organisation. Good candidates must be lured. If not, you may lose them to a competitor.


An important step in choosing your perfect recruitment firm is to check their expertise. Search for and study their client list. If your staffing needs involve a specialization, it’s important that you partner with an agency that has expertise in that area. Whether you’re hiring in sales, administration, technology, or finance, there’s a recruitment agency that specializes in these skill sets. A specialized firm also tends to attract more qualified candidates than general firms, giving you better access to top talent. At the end of the day, the most important part of a recruitment agency is its candidate pool. The primary goal of a good agency is to match you with the best-suited candidates. Also ,pay special attention to their guarantee period and terms.