Recruitment Difficulties: Solutions to 4 Main Problems and Challenges

Being a recruiter is not easy. Being a recruitment agency is less than that. However, when things are going well, work can be very rewarding. (In more ways than one). However, even when times are ripe for search consultants, there can be many recruitment difficulties.

This specification describes conditions in the candidate market when job candidates influence hiring situations. The best candidates for the position have the most influence. Let’s face it: Candidate behavior can often be unpredictable. Although I work tirelessly to build relationships and intimacy with candidates, problems still reap their ugly heads and challenges persist.

Recruitment difficulties with job candidates

To help us address these difficulties, issues, and challenges, we enlisted the help of Employment and Employment Advisor Barb Bruno, CPC / CTS of Good as Gold Training. According to Barb, candidates often do the following, no matter how much trust she thinks she has gained with them:

• Attend different interviews
• Consult family and friends for advice.
• Wage demands increase
• twist the truth
• I don’t appreciate your opinions
• I do not listen to your advice
• Receive more than one offer
• Requested by your current employer not to accept another offer.
• Buy your offer
• Use other recruits
• Connect with your network for career opportunities

Due to this behavior, it seems that professional recruiters and search consultants constantly face a set of four recruitment difficulties. It does not include offers or “ghosts”, initiations or rejections, counteroffers, and rejections. (In fact, you could call this quartet “Mount Rushmore to the disappointment of recruits”).

Four Solutions to Hiring Problems and Challenges

However, Barb Bruno has solutions to these hiring challenges. These solutions can help you improve your relationship and loyalty with candidates while dramatically reducing the occurrence of these issues. This is useful for everyone!

Here are solutions to four major recruitment difficulties:

Absences or “ghost images”

According to Barb, recruiters should listen more and talk less during their phone calls with job candidates. She emphasizes understanding and focuses on each candidate’s priorities and “hot buttons.” If you can do this, you increase the chances that the candidate will show up when you say you will.

“‘Ghost’ candidates when they don’t understand how it can benefit them,” Barb said. Call the night before to prepare your candidate, confirm the interview, and answer any questions. If “red flags” appear, address them or cancel the interview. . . It’s better than not attending. ”

Don’t start or offer discounts

Barb recommends a general interview that does not focus on a specific opportunity. By doing this, he can easily discover the candidate’s “hot spots” or what will motivate him the most to take a step in his career.

However, he doesn’t stop there. According to Barb, recruiters must re-interview their candidates throughout the entire process.

“The responses he received in his initial interview were the best responses this candidate could give to a stranger or someone he didn’t know or did not trust,” Barb said. “As he improves his relationship with this candidate, they will give him more honest and truthful answers. These answers will help him know where to focus if he wants to attract this person to your company.”

Counter Shows

There are also steps you can take in advance to eliminate the risk of a candidate accepting a corresponding offer. According to Barb, you should ask the following question during the initial interview: “If I were your boss, give me five changes that you would have made.”

“This question reveals the real reason they are considering a career change,” Barb said. “If the only changes they include are money and advances, they will accept a counteroffer. If the candidate insists that they will not accept a counteroffer, ask them to explain why and do so in his own style.”

When they give you their answer, write down exactly what they say. Then when your current employer makes a counteroffer for you in the future, he can read your own words! Talk about a Jedi mind trick at the highest level!

“This brings them back to the other reasons they were considering a change, which cannot be resolved through an upgrade, increase, an extension of their contract or appointment,” Barb said.

Play, get ready, and match the recruiter!

Fall-offs

According to Barb, you should develop a working relationship with your candidate, one built on trust. If you have a strong relationship with them, they are more likely to reveal any issues they may encounter once they start working with your new employer.

If they don’t feel like they can trust you, they won’t trust you, then say goodbye to the site and replace it with hello.

“Candidates should feel that they have their best interests at heart and that they will negotiate on your behalf when problems arise,” Barb said. Problems often arise from unrealistic expectations on the part of the candidate and clients. It is important to have clear specific expectations so that you can share them with both parties.”

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