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6 Recruitment Challenges and How to Solve Them

  Many businesses today are discovering there is a talent shortage in the market. In spite of their ...

Posted by Tom Gizzi, Talent Acquisition Solution Executive, balanceTRAK on May 21, 2019 1:57:33 PM
Tom Gizzi, Talent Acquisition Solution Executive, balanceTRAK
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Many businesses today are discovering there is a talent shortage in the market. In spite of their best efforts to connect with the right employees for their company, many businesses find it’s difficult—if not impossible—to find ideal employees. Fortunately, you don’t have to handle recruitment alone. With these strategies, you can avoid common recruitment challenges that may come your way and improve the odds of finding the right employees for your business.

1. Finding Candidates with the Right Skill Set

You have a specific skill set in mind when you’re looking for a new employee, but finding job seekers with the right qualifications is one of your more difficult recruitment challenges. Candidates either have too little experience or their experience is in the wrong area. How do you find your ideal candidate?

Build your Pool of Potential Candidates Before You Need to Hire

As your business grows, so will your employee needs—and you want to make sure you have access to the right pool of candidates to fill those needs. Keep up with recent graduates or others within your field who will soon be looking for jobs. Get to know these potential candidates, so you can strike once they’ve officially entered the job market. Doing so will reduce the number of recruiting challenges you’ll face when you’re ready to hire.

Change your Filters

Sometimes, you don’t need a candidate with the exact skill set you’re looking for. Instead, you a need candidate who is ready and willing to learn. If you aren’t able to find a candidate with your ideal skill set, consider candidates with a go-getter attitude who are ready to be challenged.

Prepare to Train

If you need candidates to know specific skills, consider getting them the proper training. Look for training programs and opportunities that will prepare employees for the tasks required of their position. If possible, offer in-house mentors and training opportunities to help bring them up to speed.


2. Losing Candidates to Competing Recruiters

You frequently feel as though snapping up the top talent in your field is impossible. All too often, you’ve found the perfect candidate, prepared an offer, and realized at the last minute that someone else hired them first. What are you to do?

Shorten Your Hiring Process

Take a look at your hiring process. Is it excessively long or involved? Do you have candidates going through multiple stages before they reach a point where they can be hired? Take a look at what stages in that process are unnecessary. You don’t want to string a candidate along indefinitely when you already know they’re right for the position. All too often, this will result in a candidate who ends up hired by one of your competitors before you’re able to snap them up yourself.

Streamline the Process

Are you still flipping through paper résumés or trying to filter applicants yourself? If so, you’re lengthening your hiring process, which will create self-imposed recruitment challenges. Instead, look for ways to streamline the recruitment process. Using an applicant tracking system, for example, can make it easier to filter résumés and cover letters, so you find your ideal candidate faster.

3. Not Getting the Right Applicants

Your job postings are out there, but for some reason, you don’t seem to be attracting the right candidates. Candidates who apply just aren’t a fit for the position, creating hiring problems.

Audit Job Posting

First, take a look at your posting. Does it clearly describe your open job and its requirements? If you’re looking for a specific set of skills, they need to be included in the job listing. You should also include the information candidates look for when examining a job posting: salary range, job duties, and opportunities for growth within the company, for example.

Next, take a look at your parameters. Are you missing skills or certifications that are similar to, but not identical to, your posting? Many hiring managers in non-technical fields find it difficult to hire for technical positions because they simply don't understand the technical jargon included on a résumé. Talk with an industry expert to learn more about how potential qualifications for your position might appear.

4. Applicants Frequently Turn You Down

Unemployment across the country is fairly low, and more candidates than ever have their choice of positions. Unfortunately for your business, this presents more recruitment challenges. You'll find that you may be getting turned down by candidates who choose to accept roles with other companies. There are, however, several things your business can do to remain competitive.

Offer Flexibility

If you’re not offering a flexible work schedule—whether it be work from home capability or flexible hours in general—you’re giving competing companies the upper hand. The traditional 9-5 workday is slowly becoming obsolete, and candidates are more inclined to accept offers from companies that understand this and allow a flexible working schedule. Consider allowing some leeway from your rigid company schedule, and giving employees a bit more working freedom.

Check your Benefits

Many small start-ups find that the best way to attract top talent is to offer them unique benefits. It’s not just about insurance anymore! Consider what education opportunities you offer to potential candidates. Do you offer great training? Perks? Adequate vacation time? Talk with candidates about what they really want from their employer, then take the necessary steps to deliver it.

5. It Takes Too Long to Bring On a New Hire

You’ve found the perfect candidate, they have the skills you need, and they’ve actually accepted your offer. Unfortunately, that candidate just isn’t moving into their new position fast enough. Getting them trained and up to speed is taking longer than you anticipated, and in the meantime, your business is missing out on the key advantages of having that position filled.

Streamline your Onboarding Process

Don’t leave candidates filling out stacks of paperwork weeks after they’ve been hired. Instead, look for ways to bring them up to speed quickly, allowing them to be entrenched in their duties as fast as possible.

Offer On-the-Job Training

Do you have one employee moving on from a position to make room for another? Do you have an open office environment where employees can easily communicate with one another? If so, this is the perfect opportunity to institute on-the-job training, which will make it easier for employees to pick up the skills they need.

Provide a Mentor

Give your new hire a specific contact within their department that they can work with, relate to, and ask questions to. Having a specific contact can make it easier for that new hire to get up to speed for their new role.

6. Recruiters Don't Understand the Position

There are a lot of people involved in your recruitment process, and communication between the hiring manager and recruiters may be iffy. Often, recruiters may feel as though they are not fully educated on the position they’re hiring for, creating more recruitment challenges and leading to poor hiring.


Clearly explain the hard and soft skills needed for the position. Talk with recruiters about your company or department culture and your specific expectations for each role. Using the right recruitment software can also make it easier to specify exactly what you want in a new candidate.

Clearly Define What You Need in a Candidate

Often, recruiters fail to identify the right candidate because hiring managers descriptions are nebulous. They cant deliver what you need if you dont know what that is! Take the time to set out exactly what you need in a candidate, defining it for yourself before you pass that position on to a recruiter.

Our Solution to Recruitment Challenges

The quickest way to resolve a number of these recruitment challenges is to use BalanceTRAK. BalanceTRAK is a simple-to-use applicant tracking system that helps you hire more qualified  candidates faster without manually screening each applicant. Get a free demo of BalanceTRAK to see how our software can help you.

Tom Gizzi, Talent Acquisition Solution Executive, balanceTRAK
Tom Gizzi, Talent Acquisition Solution Executive, balanceTRAK
Tom Gizzi is the National Talent Acquisition Solution Executive to lead the strategy, execution, and revenue growth of Berkshire’s talent acquisition technology solution, balanceTRAK. With over 25 years of recruiting experience, Tom has significant workforce solution experience driving large scale global and national talent acquisition solutions and managed services partnerships. As an active member of HROA, ATAP, and HCI, Tom’s rich recruiting background includes RPO, MSP, VMS, ATS, BPO and SaaS strategic client solutions to drive client business outcomes on both regional and national levels. Tom has cultivated strategic client solutions for market leaders such as Adecco, Pontoon, ManpowerGroup Solutions, Aon Hewitt, Advantage Resourcing, and is a proven leader in talent acquisition solutions.

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