Every organization, big or small, faces the challenges of recruiting workers. Whether the recruitment happens through family and friends, or a fully professional recruitment team (with many different combinations in between), the hiring process has always been and will always remain extremely crucial to the success of the business. Finding the right talent is an ongoing challenge for one and all.
Business schools and human resources departments continuously discuss the cost of recruitment, the impact of a bad hire, the importance of the employer brand, the shortage of talent with specialized skills, and related topics. Social media and human resources technology have been brought to bear to make sure that companies manage their talent acquisition function smoothly and effectively. So why do hiring managers and candidates still overwhelmingly feel that the process is inefficient, and often frustrating? Companies need to focus on this function, every step of the way, to ensure that they avoid the delays and hurdles – the many slips between the cup and the lip – that dog the talent acquisition process.
DCR conducted a simple survey of hiring managers and job seekers. For each audience, we asked, “How would you rate the experience of finding a job (or finding a new employee)? We then asked, “What is wrong with the current process?” Both groups rated the experience somewhere between “somewhat disappointing” and “very disappointing”. Curiously, they had the same complaints regarding the typical process: it takes too long, and communication is poor.
We then examined the underlying causes:
It is necessary for recruiters and hiring managers to keep these thoughts in mind and stay alert for any hurdles that may be causing delays in their requisition-to-hire timelines. They should streamline their processes and implement software solutions which overcomes these hurdles and creates a candidate experience that makes the company a “destination employer”.
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