With the U.S. economy reaching “the lowest unemployment rates in 30 years,” filling open positions with the best qualified candidate has become a major challenge.
Additionally, 77% of CEOs are concerned that skills shortages could hinder their organization’s growth.
Here are several novel solutions for five of the most common challenges facing today’s recruiter.
Challenge 1: Limited talent pool
The Internet has made it easier for recruiters to find people with a strong digital footprint online, using LinkedIn, social media and traditional job boards.
Still, a whopping 60 million Americans either lack internet access or choose not to use the internet, making countless workers inaccessible online.
Consider offline sourcing to find pools of untapped talent. Offline sourcing involves researching events online and then attending in person with the hiring team.
Continue your offline search by partnering with community based organizations and alumni career centers to effectively expand both your professional network and your candidate pool.
Challenge 2: Getting ghosted by candidates
Ghosting is when someone unexpectedly, without explanation goes silent or disappears.
As Jim Stroud notes, “ghosting is highly unprofessional and ultimately costs both employers and job seekers.”
To improve no‑show rates, consider an automated scheduling tool like Calendly. Calendly allows you to set up appointments and send email or text reminders.
Glen Cathey’s recruiting funnel calculator can help recruiters determine how many people will need to be identified to result in one hire.
Having knowledge of this data will help ensure that if the perfect candidate suddenly disappears, there will be ample options in the pipeline.
Challenge 3: Nonresponsive hiring managers
Slow hiring, especially due to nonresponsive hiring managers, can cause recruiters to lose high-quality, in-demand candidates.
Hiring managers who fail to provide prompt feedback negatively impact the candidate experience, frustrate recruiters and hinder their own team’s progress.
During the kickoff meeting, set deadlines and expectations to hold both recruiter and hiring managers accountable throughout the process.
Take note of any planned vacation and ask for a backup interviewer who can serve as a contact in the hiring manager’s absence. Be sure to calendar the next weekly check-in before your kickoff meeting ends.
Create a private Slack channel for key roles and add relevant stakeholders for visibility and collaboration.
Challenge 4: No time to source
A day in the life of a recruiter involves attending meetings with internal stakeholders, enforcing HR policies, and handling everything from interviews to negotiating offers. This leaves little time for sourcing passive candidates.
Shally Steckerl defines sourcing as the specialized discipline of proactively identifying and engaging with talent not found via traditional means.
Use TextExpander to create shortcuts for your most frequently used Boolean strings, target companies or skills.
Challenge 5: Engaging sourced prospects
With an average LinkedIn InMail response rate of 28%, engaging prospects has become as difficult as identifying them in a tight market.
Getting inspiration from a tried and true InMail template can give you head start.
It’s also useful to look to other industries for inspiration for your toughest challenges.
Finally, using a tool like TextRecruit allows you to leverage text messaging, live online chat and artificial intelligence to hire better people, faster.