Rush for the Awesome Candidates: Recruitment Challenges

Updated: May 30

Today in the corporate world nobody has the luxury of failing. It does not mean people are not failing I mean people don’t want to fail as an organization. when organisation try to recruit somebody they look for someone who can help them succeed and not make organisation feel so. Everybody is looking for the perfect solution now how do you get that perfect solution is the tough algorithm to crack.


Specialists who know their job who know their expertise area and who can who can basically hit the ground running and not somebody who is who is there and still not there so specialization is what is growing in the industry and you know for instance you know somebody was talking your debuggers talking about that HR generalist is no longer you know the valuable kind of a commodity specialist and that that is what is happening across functions and you would even venture in saying that we are entering the age of hyper specialization.

Network that is what is very important. Networks like social media, mobile, everything plays a very important role in terms of hiring. Everybody wants to hire people as quickly as possible and last but not the least is the quality of recruitment that we have which is that the kind of people that we are getting in the organization. These people are really capable of delivering.

Hiring teams want to hire as fast as possible, because vacant positions cost money and delay operations. Yet, depending on your industry, making a hire can take several months putting pressure on recruiters and frustrating hiring teams. A long time to hire may be a byproduct of a shortage of qualified candidates. The hiring process may be too long or hiring teams might struggle to reach a consensus, resulting in the best candidates finding jobs elsewhere.

Companies can use recruitment data and metrics to constantly improve their recruiting process and make more informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to track hiring data but they require manual work, are prone to human error—and they’re not compliant. This makes it hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an efficient and streamlined way.

Candidate experience isn’t only important for employer branding, but it’s also a factor when your best candidates are evaluating your job offers. The way you treat candidates during the hiring process mirrors the way you’ll treat them after hiring. If they had a bad experience, they’re less likely to accept. Conversely, positive candidate experiences can enhance your employer brand and encourage good candidates to apply and accept your job offers.

Hiring teams need to communicate fast, evaluate candidates easily and know what’s going on every step of the way.


Recruiters are tasked with coordinating all this communication and it’s not always a breeze. Especially if recruiters’ relationship with hiring managers is strained. Also, administrative tasks (like scheduling interviews) often take away valuable time that recruiters could have used in coordinating the hiring process and ensuring good candidate experience.

The problem, as explained on Quora by Stuart Liroff, VP of talent acquisition at Academia.edu:



"My biggest problem is that nearly all candidates are actively pursuing multiple opportunities… Where I used to be able to work pretty much 1:1 with passive candidates, I no longer have that luxury."

Make the interview a great experience. When a candidate is deciding between multiple offers, the interview is often the deciding factor, with 65% of candidates saying that a bad interview experience makes them lose interest in the job.

Use technological solution for generating better experience. Candidates are attracted to those companies who exhibit flexibility and novel tech experiences. There are two solutions. One is Video Interview Systems. It provides flexibility of place and time. Unless you get engaged into it, your challenges remains the same. Other solution is more recent one. Robotic interview system. Robots conducts the interview and create a classified dataset of responses. The best Robotic Interview system is provided by www.billionpi.com.


To conclude the argument, you should keep in mind the following things:

  • Accept a fact that there is no perfect solution. Only continuous upgradation is the best strategy.

  • Specialists is a process of becoming, not a ready-made product.

  • Develop a healthy Network and hire some consultant.

  • Companies can use recruitment data and metrics to constantly improve their recruiting process and make more informed decisions.

  • Create a Brand-centric communication system with candidates.

  • Use recent Technology to speed up the process and create better interview experience.

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