4 Big Hiring Challenges You Might Face in 2023 and How to Tackle Them
November 28, 2022
The workplace is going through a shift. A big one.
The workplace is undergoing a huge change, and recruiters are facing more hiring challenges. Do you believe it's because of COVID? Remote working conditions? Or the candidates’ perspectives on opportunities? The answer is all of the above. Therefore, there has never been a better time to pause, reset, and change. Here's another thing – the hiring process is intricate and time-consuming. Everyone must be on the same page in order for recruiting workflows to be harmonious.
Therefore, finding and retaining the right person for a specific role will always be a challenge. Moreover, what was acceptable prior to 2022 will not work now – especially not in 2023.
So, let's take a deep dive into the 5 biggest hiring challenges recruiters will face in 2023 and how to tackle them.
Standing out to top talent
Advertising a role is the first step of the recruitment process. Your ad will be the gateway to finding the best candidates. However, in today's crowded recruitment market, it's difficult for a job ad to succeed. Improving employer branding is one of the best ways to overcome this hiring challenge. Employers may not have considered employer branding as a key component in recruitment in the past, but what was once considered unimportant is now considered essential. Employer branding is critical because it is your company's business identity. It's what makes your company stand out to candidates.
However, employer branding is more than just your name and logo. It also includes all subliminal elements. Even the platforms on which you choose to advertise jobs say something and contribute to the overall impression.
Luckily, an ATS simplifies the process for you. It creates a great branded career page for you to communicate your company culture and make it easier for candidates to apply for the job. You even have the ability to make the application process mobile-friendly and seamless. Where candidates can create a profile and apply for jobs directly from your career page, which they can access via their phones and on the go. Not only that, but an advanced ATS allows you to advertise your job openings on over 2000 job boards in one single click! So you can take your sourcing strategy to the next level and expand your reach effortlessly.
Massively reducing time to hire
A very common hiring challenge most organizations have been facing is a lengthy recruitment process. Making the right hire can take several months, which puts pressure on recruiters and can frustrate hiring teams.
However, 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, which eventually leads to the best candidates finding jobs elsewhere. Moreover, each vacant position costs money and delays operations for the organization. So, in order to recruit candidates and start onboarding them in a fast and efficient manner.
And the best way to do that is through an applicant tracking system!
An ATS will help you handle large candidate pools and fill multiple positions in a fraction of the time. It ultimately enables you to centralize and automate all recruitment functions posting jobs, creating a branded career page, sourcing candidates, shortlisting top talent, collaborating with teammates in one place, and sending electronic offers in a single click. As a result, an ATS helps you save time, money, and headspace otherwise spent on mundane administrative tasks. Allowing you to make faster talent decisions and incredibly reduce the time to hire.
Another great way to save time is by using a language screening test to filter out the candidates that do not have the required proficiency in the required language. Pipplet is one tool that can help you do language assessment at scale efficiently.
Relying on data-driven recruitment
The recruitment process is a gold mine of data that – when carefully mined – reveals critical information about whether or not a candidate will be the high-performing employee your organization seeks. It's the difference between making decisions based on intuition and making decisions based on facts. Data-driven recruitment is essential for attracting and retaining the right talent required to meet business objectives — as well as allowing you to hire the right people every time.
However, the drawback is that maintaining this data can be tiresome and demanding. In fact, this may be the most difficult hiring challenge that HR managers face.
Fortunately, keeping track of data through spreadsheets is one way as it simplifies the data, but it requires tons of manual work and can be prey to human error. One great way to solve this hiring challenge is to leverage an advanced ATS. It encourages a more data-driven approach to hiring. It also allows recruiters to use their data to extract valuable insights and understand their recruitment – all without lifting a finger.
Engaging candidates throughout the recruitment process
The fourth hiring challenge in the book is to keep your candidates engaged throughout the recruitment process. As said before, what was acceptable in the past is no longer acceptable. Candidates now expect to hear back from recruiters rather than being ignored. It's nearly 2023, and you can't expect candidates to wait for you to make an offer if you don't keep them updated throughout the process.
Furthermore, many recruiters who have met with promising candidates have discovered that job seekers quickly lose interest because they have been drawn elsewhere and wooed away by other recruiters or opportunities. The best solution to this hiring challenge is for recruiters to cultivate strong relationships with such candidates. Encourage candidates to be open with you as part of the relationship and to communicate any concerns they have about roles and whether they are considering others.
However, it can be difficult for a recruiter to stay in touch with all of the candidates while also managing other recruiting tasks. ATS comes to the rescue once more. It allows you to keep candidates informed at every step of the process and engaged at every touchpoint. How?
When a candidate advances from one stage to the offer stage, the ATS automatically sends a follow-up email. It also personalizes communication with candidates to add a more human touch. Plus, it allows candidates to self-schedule their own interviews for more flexibility. Recruitment is a people business, and relationship building is an important search and selection skill that is easy to forget.
As time passes, the recruitment process becomes more complicated. The expectations for 2023 recruitment are now more demanding and challenging. Such hiring challenges can be resolved in 2023 by investing in technology such as an applicant tracking system (ATS) and training a hiring team to make the process much easier.
Are you looking for a flexible and efficient ATS for your company?
EVA-REC is an on-demand ATS that automates and improves the hiring process with AI technology. EVA-REC offers fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates alike. Companies across the globe are relying on EVA-REC to drive merit-based, objective, and fair hiring practices that minimize bias without dehumanizing the hiring process. Request a free demo today!
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