General

How to Overcome Top 3 Hiring Challenges

The labor shortage is real, and employer-employee relationships are becoming less and less long-term and hierarchical and more and more short-term and transactional.

We are starting to see that employees will be changing jobs way more often and they will be seeking jobs where they feel they will have purpose. They will continue leaving companies for a higher salary, better roles, and better managers.

Having great leaders and great managers is that silver bullet in recruitment that everyone is looking for. A good manager can keep a person in a job even if they receive offers from other companies with higher salaries. Great leaders are also creating a great company culture and that become essential to any company in the world.

Hiring Challenge 1: Managers

People are still leaving their jobs because of a lack of opportunities to use their skills and abilities and also due to bad management/managers (Source: Why People Quit Jobs). Managers will play a crucial role in retaining and attracting employees if more and more people are able to work remotely. They are the main determining factor in whether your team will be leaving or staying.

Bad managers also have one more negative impact, and this impact is on recruitment teams. Imagine that as a recruiter you had a manager that was constantly replacing team members because they were all leaving. Would you be motivated to work with that manager? Probably not, and you would leave too.

How to overcome this? Get rid of micromanagers! You would be surprised how many people are ready to leave their job because of their micromanager. A good manager can improve team morale and retention and save you thousands of dollars and months of work replacing new team members. Micromanagers have the opposite effect.

Leaders of companies should have to implement skip-level meetings and focus on the real reasons why people are leaving.

Hiring Challenge 2: Transparent Communication

When it comes to running a team, transparency is key. It allows for trust between management and their colleagues while also increasing engagement with the organization as a whole. Many companies gained new employees during 2021 and many of these employees, especially if they are working remotely, feel disconnected.

Organizations are struggling with how to manage their workforce. One of the biggest challenges is disconnecting employees from their team. This can lead to a number of problems, including decreased productivity and morale, increased turnover, and conflict.

How to overcome this? In order to ensure that the future of hiring is a success, managers and their colleagues must work together to increase engagement with the organization as a whole. Managers must be able to effectively communicate with all levels of employees while also ensuring that they are keeping up to date on changes within the company. Additionally, they must be able to foster an environment where employees feel engaged and motivated.

All good company cultures are based on sound and transparent communication!

Hiring Challenge 3: Pay Transparency

The availability of remote work opportunities has led to millions of workers being able to access hundreds of thousands of new roles that were previously geographically off-limits. This trend is expected to continue, and more people will be searching for remote roles with better pay as the demand for workers and inflation increase.

This Great Resignation we witnessed will turn into the Great Reshuffle by the end of 2022 and 2023. It that will be triggered by Pay Transparency that the EU Commission proposes. As Pay Transparency will become a norm in the EU and employers will have to provide information about the initial pay level or its range (in the job vacancy notice or before the job interview).

This will give employees an idea of what kind of salary range they should be looking in and help them compare salaries what competitors are paying. This information can help them compare your salary offers and decide if they’re fair. How many companies are ready for Pay Transparency? Only a few of them are.

How to overcome this? You have a limited amount of time to fix the salary ranges for your employees and move their salaries to market rates before Pay Transparency becomes a norm. You should also focus on building a great company culture, offer flexibility, and replace bad managers with good managers as they will be one of the main competitive advantages that you will have.

Final Thoughts

Attracting talent and hiring will be more difficult than before; with the combination of the inflation rate, labor resources, and the lack of good recruiters, many companies will be struggling.

One of the most important things you can do is to make hiring a priority for your team and not just say it is a priority! This means that you should be looking for new hires whenever possible and making sure you are able to interview and hire the best candidates possible.

Additionally, you should also be working hard to keep your current employees happy and contented. This will not only ensure that they are productive members of your team, but it will also help to attract new talent into your organization.

You should not rely only on recruiters that will attract top talent for your company. Hiring people is now a team sport and not the sole responsibility of the recruitment team. If you have two recruiters and 200 other employees, you should realize that you have 202 people who could act as recruiters. 202 people who could help your company attract talent if they are all involved. Constantly pressuring the TA team will only lead to a situation where your recruiters will leave.

You should also try to include predictive analytics in your recruitment. It is the practice of using data analysis to predict the future behavior of employees or candidates.

By understanding how past behavior has correlated with future outcomes, organizations can make better decisions about staffing and marketing initiatives. Predictive analytics can also help identify potential problems and potential solutions before they become actual issues.

Employee predictive analytics can help organizations predict the future hiring needs of their workforce. By understanding current employment trends and behaviors, they can identify which candidates are most likely to be successful in the role for which they are applying.

The recruitment world is changing before our eyes, are you ready for it?

Last Updated on January 8, 2024