5 biggest challenges companies face during talent acquisition

5 Biggest Challenges Companies Face During Talent Acquisition Talent Acquisition is a continuously evolving process and it is one of the reasons why companies need to rethink their recruitment strategies. They need to stay abreast with the strategies their competitors are using to attract talent. By doing so, they can engage candidates who are looking for jobs in Dallas Texas or in any other part of the US. Moreover, organizations need to do is find out what challenges are they facing and plan a strategy to address the problem areas. In this post, we discuss five primary challenges that companies face in talent acquisition. Let’s begin.

1. Lack of Skilled Candidates One of the biggest problems recruiters face is shortage of skilled candidates.

Whether it is Dallas, Texas or Los Angeles, California, the number of jobs in US cities has seen a massive surge. However, the odds aren’t in favor of the recruiters because in spite of a large number of job vacancies the number of skilled candidates is limited. Unfortunately, the ones available are either not skilled or have high expectations that the companies cannot fulfill.

2. High Expectations of Candidates Candidates have high expectations from the companies extending offers to them.

There are quite a few companies out there in the market that are offering bonuses and fat salary hikes to their new recruits and even their existing employees. Many are doing it as a move to reward their existing employees as well as a part of a planned business expansion strategy to bring in new candidates. As a result, companies should have excellent persuasive powers, and if needed, must be ready to put an extra buck on the table to engage deserving candidates.

3. Obsolete Recruitment Techniques Many companies still have the age old recruitment channels and ways of conducting interviews. Not only is it time taking but it also leaves a bad impression in front of the candidates who have to bear with them. For example, a candidate who could easily be interviewed during the preliminary rounds through a telephonic conversation or a video conferencing is asked to come down to the company office, taking away a lot of time of the candidate. Similarly, many companies are still using the age old method

of advertising their requirements on job portals and not using the new age social media platforms such as Facebook, LinkedIn and Twitter that helps reach out to a larger talent base.

4. Inefficient in-house HR Teams There are instances when due to delay in rolling out an offer letter, a candidate joins some other company or organization. The reason is inefficiency of the HR team.

Either the HR is stuck in salary negotiations due to its incompetency to determine what best salary they should be offering, or the HR is unable to process the candidate’s papers on time even after giving a verbal offer to the candidate. In fact, there are often instances when candidates leave a company within a week’s time of joining them due to lack of proper onboarding processes.

5. Inability to retain existing resource Another issue that companies face is brain drain or talent attrition. Each year a competitor would severely dent the existing resource pool of a company by luring some of its top resources. As there are jobs that give candidates unrealistic salary hikes, there are candidates who are more than willing to quit their existing companies and join a new one, even if that means a markdown on their resume.

Last Few Words Hiring skilled candidates is a difficult task, and therefore, once you have been able to hire somebody, make sure you have a proper growth plan for them. By doing so, you help them stay with your company for an extended period of time. In addition to having a proper growth plan, it’s important that ro educate your candidates on the possibilities that lie ahead of them, if they come on board.