Recruiting talent is serious business. No asset is more important to an organization’s success than it’s talent – and the entire organization relies on HR to secure the right talent for the right position. Still, most HR departments aren’t given limitless resources find and hire the best talent the workforce has to offer. That’s a lot of pressure to deal with.
The good news is, your peers are in the same boat, dealing with similar challenges and recruitment hurdles. Here are five of the most common HR grievances, and some ways to help relieve the stress they cause.
1. Keeping up with increasing complexity
Placing the right candidate in the right position at the right time is no small task. Technology is supposed to simplify your job, but with the seemingly countless disconnected tools available in today’s marketplace, recruitment can be more complicated and time-intensive than ever.
Customizing your tools and alerts can help make your process as streamlined as possible. Setting up and personalizing your tools may take some time up front, but it will save you time and stress in the long run.
2. Doing more with less
HR has taken on a much larger role in many organizations, and is now often considered strategically as opposed to being a small administrative function. While this is a big step in the right direction, this shift has also caused many organizations to expect more out of their HR department without giving them much more to work with.
One of the best means to improve your efficiency is effective time management. Time is essentially your most important asset, so being able to properly prioritize the various duties and functions of your HR department, and creating a streamlined process that automates simple or menial tasks can help free up your time to focus on the bigger picture.
A lot of organizations are still doing more with less in every department. If you’re wondering how some companies are tackling this issue—and so many more—join us at Empower 2015.
3. Keeping track of information
When filling a job opening, a recruiter has several types of candidates to choose from, including existing employees, those in the candidate pipeline, and applicants. The trouble is, information about these different kinds of candidates is often housedin separate databases or tools. This makes finding the best candidates even more difficult – even though they may already be somewhere in your system!
Ideally, you’d be able to access information on all of your candidates from one place. However, finding systems and tools that can easily communicate with one another can also effectively cut down on confusion.
4. Working with outdated data
It’s better to work smart than to work hard – and in recruiting, working smart means making decisions based on data. In recent years, recruiters have seen major improvements to their ability to gather and analyze relevant data. Having the right information – and knowing how to glean insights from it – are crucial to creating an effective talent strategy, and can ultimately be less costly than relying on what’s worked in the past or on your instincts.
5. Stay engaged with candidates and building a pipeline
As mentioned above, recruiters have a lot of types of candidates to keep track of, often from varied sources and stored in different databases. The candidate group that may be most difficult to stay in touch with may be those that you turned down, but want to keep track of for potential future positions. In fact, many HR departments don’t track these candidates at all.
That’s potentially a lot of great talent to miss essentially down the drain.Whether they are rejected, not ready to apply or just showing interest, you need a way to stay connected and engaged with potential candidates.
Stop by the CareerBuilder booth #301 at SHRM Talent Management Conference & Exposition to learn how technology cam transform your recruitment space.