Hey there, savvy businesspeople!
We all know that recruitment is key to any thriving organization. After all, you need exceptional candidates to drive growth! But sometimes, it’s the small details that often get overlooked that can keep you from getting the best professionals out there.
Don’t worry, we’ve got your back! We’re here to help you level up your recruitment game by putting the spotlight on candidates. Ready to dive in and overcome the most common bottlenecks in recruiting? We’ll show you how to overcome those challenges standing between you and your dream candidates!
10 Common Bottlenecks in Recruiting (and How to Overcome Them)
There are always more things you can improve on your own but as a start, here are some hiring mistakes you might be making and how to deal with them.
1. Overwhelming Job Descriptions
Have you seen those job descriptions that look longer than your favorite Netflix series? Yeah, nobody wants to read those, and they may be scaring away potential candidates.
So, here’s the deal: keep it short, sweet, and crystal clear. Talk about the role, the must-haves, and the day-to-day, but do it with style.
Use those snazzy bullet points to make everything simple for candidates to understand. Trust us, they’ll be all heart-eyed emojis for your job post in no time!
2. Time-Consuming Application Processes
Ugh, who has time for lengthy application processes? They’re total mood-killer. When candidates see long application forms, they’re all “bye, Felicia!” before they even start. So, let’s make things easy-breezy for them, shall we?
Cut down on those pesky steps, ask for the details that really matter, and maybe throw in some pre-populated fields. We all love a little automation!
And you know what? Let’s take it up a notch and jump on those cool application platforms that allow candidates to apply with just a few clicks using their LinkedIn profiles. Now that’s what we call a glow-up in the application game!
3. Inefficient Screening Methods
In an age and time when diversity and inclusion have become hot topics in the world of work, researchers have argued about whether or not the use of AI-powered tools in recruiting helps prevent biases.
A report published by Forbes reveals that Eleanor Drage, a researcher at the University of Cambridge Center for Gender Studies and co-author of the study, has expressed concern about how AI-powered tools could be a dangerous source of misleading information about how recruitment could be made fairer by being “de-biased.”¹
On the other hand, recruitment without tools is like trying to find a needle in a haystack—nobody really has the time for that! Going through resumes by hand is so yesterday, and it may be causing some major delays.
It’s time to embrace innovative recruitment solutions—expert recruiters to do the heavy lifting for you, like us—filtering candidates based on what you’re looking for. Not only will this save you a ton of time (hello, productivity!), but it’ll also help you spot those qualified candidates with accuracy.
4. Slow Communication and Feedback
Nothing makes candidates feel more ghosted than being ignored, and they might just bounce to other opportunities. So, let’s keep communications 100% active and set a clear timeline for the recruitment process.
Make sure you’re hitting them up with updates at every stage by sending direct messages or taking up a call with them.
Don’t forget to give some solid, constructive feedback to those who didn’t make the cut. It’s all about spreading good vibes and keeping your company’s rep on point.
Remember, communication is key!
5. Inadequate Employer Branding
Okay, let’s talk about your employer brand for a second. It’s kind of like your company’s dating profile—it has to be eye-catching if you want to attract the best professionals.
So, go ahead and showcase your company’s culture, values, and work environment on social media, your website, and everywhere else you can think of! Don’t be shy about sharing those employee testimonials and success stories either.
Nothing says, “we’re the real deal!” like an authentic peek into your organization.
6. Inexperienced Interviewers
They’re like the awkward first dates of the job world. Nobody wants to feel like they’re chatting with someone who doesn’t know what’s going on. Before an interview, make sure that interviewers are prepped and ready.
Train them to rock those interviews by asking the right questions, and keeping it professional (but still fun, of course). Make sure they’re in the loop about the role and its requirements, so they can evaluate candidates effectively.
7. Prolonged Decision-Making
When you take too long to decide, you risk losing top candidates to your rivals. Having good communication and feedback here won’t be enough either. Every candidate has his or her own needs and they might be in a time crunch. Here’s the plan:
Set a deadline for your decision and follow through. Keep candidates in the loop with the timeline and hit them up with updates on their status. They’ll appreciate the heads up, and you won’t be left wondering what could have been.
8. Limited Flexibility in Negotiation
In today’s fierce competition for professionals, there’s a need to bend and stretch a bit. Be open to talking about the pay, perks, and all those other details that matter to candidates.
If you can’t meet their expectations, well, don’t sweat it!
Get creative and offer some cool alternatives, like professional development opportunities or flexible work arrangements (who doesn’t love working in their PJs?).
9. Inefficient Onboarding
It’s like showing up to a party where no one knows your name or shows you around. New hires deserve better than feeling lost and unsupported.
So, let’s whip up an onboarding program that’s organized and welcoming, like a perfectly planned bash!
We’re talking about a comprehensive orientation, essential training, and, of course, chances for newbies to connect with their team and get a taste of that amazing company culture.
New hires should feel welcomed and excited instead of always asking “Uhm, where am I and what am I doing here?”
10. Lack of Ongoing Candidate Engagement
Maybe you didn’t find the perfect role for a top candidate right now, but hey, there’s always tomorrow. Keep that connection alive and kicking for future opportunities!
Slide into their inbox with fresh job openings and company updates. Invite them to events or engage on social media (maybe even drop a “like” or two on their posts). Let’s keep that relationship going strong because, who knows, they might just be your next superstar hire!
Be On Top of Your Recruiting Game
Alright, we’ve been on quite the journey, exploring all the ways to crush bottlenecks in recruiting and create a hiring process that’s smoother than a fresh jar of peanut butter.
From embracing AI and real-time assessments to crafting Insta-worthy job ads and building relationships with passive candidates, we’ve got the tools to create a hiring experience that’s fun, thoughtful, and efficient. But remember, it’s all about balance.
Don’t forget to keep that human touch alive, because, at the end of the day, it’s all about connecting with amazing peeps who can help your company thrive.
PORTFOLIO CREATIVE IS HERE TO MEET YOUR HIRING NEEDS
Ready to transform your world of recruitment? Your best bet is partnering with Portfolio Creative who not just understands the game but also adds color to it! We specialize in placing marketing and creative talent—just take a quick glance at our website—and we want the same for you!
Through carefully selected and intentional hiring processes, we’ll help you create a candidate experience that not only attracts top candidates but also reflects the fun, thoughtful, and relevant culture of your organization.
Don’t miss out on exceptional candidates due to bottlenecks in recruitment. Contact us today and discover the difference a streamlined hiring process can make.
Reference
1. Forbes. “AI-Powered Job Recruitment Tools May Not Improve Hiring Diversity, Experts Argue”. https://www.forbes.com/sites/madelinehalpert/2022/10/09/ai-powered-job-recruitment-tools-may-not-improve-hiring-diversity-experts-argue/. Published October
