Get answers to your recruitment challenges
In this article, we focus on how you can solve the three most common recruitment challenges we hear about in the market.
What are your biggest challenges when recruiting? Recruitment challenges today can be many, but we see three main challenges that many companies have in common. The challenges we often experience are about, among other things:
- Attracting the right candidates
- Too high recruitment costs
- A cumbersome screening process
1. How do you attract the right candidates?
Attracting the right candidates today can be difficult as our society and behavioral patterns are constantly changing. That's why it's important that you, as an HR professional, ensure that you keep up with this evolution and are proactive in the face of change.
When it comes to attracting candidates, your company's visibility on digital media plays an important role. This is where candidates first and foremost see you - and look for you.
However, visibility can't stand alone, as the application process itself can be a barrier for the candidate. And it's a damn shame if the candidate doesn't get to apply because the application process is too cumbersome (and in the worst case, if they can't apply via e.g. mobile).
This makes it easier for you to attract candidates:
- Of course, you are responsible for being active on digital platforms to ensure continuous visibility, but with our career site module, it only gets easier for you. You get access to your own branded job site. Plus, with our recruitment system, you can easily create, publish and share your job ads directly from the system - on Facebook, LinkedIn and Twitter.
- With Elvium's mobile-friendly recruitment system, it's easy for candidates to apply and easy for you to work from different devices - no matter where you are.
- Candidates can also apply via LinkedIn or Facebook, where they can reuse their already entered data. At the same time, they can upload their application, CV and other documents directly from Dropbox or Google Drive.
2. Avoid high recruitment costs
Recruitment is one of the most expensive items in a company. That's why it's relevant to prioritize time to look at your current setup, internal and external workflows and how you spend your time.
In general, a lot of hours and resources are spent on finding new employees - from the job description, job ad, screening, interviews, manager involvement, rejection - to hiring. So why not digitize your workflows and avoid all the manual processes?
How to avoid an expensive recruitment process:
- You can invite your colleagues/managers/externals to participate in the assessment of candidates - directly from the recruitment system.
- Everyone involved in the recruitment process can post comments and record ratings at the same time, without sending emails back and forth.
- Let candidates book interview appointments themselves - based on the times you define. Once the time is selected, the appointment is transferred to Outlook with our calendar integration.
- In the application process, candidates can specify their competencies (soft skills and hard skills) and use the information from their LinkedIn profile, saving you time collecting the information after the application process.
- The candidates you find exciting for your company, whether they are relevant now or later, can be saved for later via your very own 'Talents; CV database' with just a few clicks. This allows you to search across multiple criteria, skills and experiences such as account management, marketing, administration, etc.
3. Optimize your screening process
When you start your screening process, you start by looking at your candidate pool, but like many others, you probably find it difficult to identify talents, skills, experience and behavior. Who should you invite to interview, who fits the culture, and which person will contribute best in the role?
Screening often takes a long time, but it can also seem overwhelming to spot the talent you're looking for. And if screening doesn't work optimally and as unbiased as possible, recruitment, onboarding, training and eventually offboarding will have been costly. And then we have to start all over again - which is why screening is crucial.
How to optimize your screening:
- Through our automatic screening function, you can easily sort candidates based on specific requirements, e.g. through specific questions or skills from your application form. This way, you can quickly see who is the right match. In our recruitment system, our customers have created +19,000 hard skills and +7,500 soft skills, which they apply directly to their application form.
- With the automatic screening function, you also get a higher diversity in the candidate field, as you are not screening based on preconceived ideas about the individual candidate, but on the actual requirements and wishes for the position.
- When you need others within your organization to evaluate candidates, screening is done digitally, so you don't have to spend time gathering relevant documents and sending emails back and forth. This makes it easier for all parties involved to screen the field (and also makes you GDPR-ready).
