Despite various new-age digital tools and effective recruitment models, recruiters still find it difficult to hire top industry talents. And the worst part is that the fierce competition for skilled applicants has made it even harder for recruiters to reach out to potential candidates. Nowadays, the employment market is majorly driven by candidates. Most hiring managers concur that successfully hiring the right individuals for open job posts requires an enormous amount of effort and time.
Between sourcing talent, meeting hiring manager expectations, scheduling online tests, and keeping candidates engaged, it’s hard to find time to analyze your recruiting process for areas of improvement. But hiring managers can easily handle various issues associated with talent acquisition with highly advanced recruitment software while simultaneously adhering to a smartly planned approach.
Here, we have outlined multiple hiring challenges and how pre-employment screening assessments make it easier for you to hire suitable applicants with less hard work. Thereby, it enables you to overcome recruitment challenges for producing top-notch business results in a flash.
Hiring Challenges and How to Overcome Them with Technical Skill Screening Software
- Attracting Suitable Candidates
When looking for a developer, if you have ever tried to find the right talent in a pool full of unqualified talent, you will know that you have limited options. You need to choose the best person you come across, not necessarily the best fit for the job. However, it’s not always about the number of candidates who apply for the job. An ideal way to hire a suitable candidate is to look through a smaller pool of more qualified candidates.
Be specific about the requirements in your job ads and give a concise idea of the roles and responsibilities. Also, you can add an application form with ‘knock-out’ questions to address your fundamental concerns, like – need someone with excellent communication skills. Include a yes/no question asking candidates if they have one. It’s a fast and straightforward way to filter out candidates who aren’t suitable for the role.
- Engaging Qualified Candidates
Good candidates are always in demand, and recruiters often contact them. All these make it difficult for your email to stand out. Moreover, candidates with hard-to-find skills are often considering various job offers simultaneously. You need to put extra effort into persuading passive candidates to choose your company over your competitors.
Before getting in touch with a passive candidate, try to find out what motivates them the most and what makes them happy in their job. With this information, you can tailor your sourcing emails to focus on what you can provide them rather than what they can accomplish for your company.
- Speed up Hiring
Hiring managers always want to hire fast and fill the vacant position as soon as possible because such positions cost money and delay operations. However, based on your industry, making quality hires can take several months, putting pressure on HRs. Spending too long to hire can be a byproduct of a shortage of qualified candidates. And the hiring teams can struggle to reach a consensus, resulting in the top prospects seeking employment elsewhere.
Review your hiring process to find out are all of them necessary. If not, make changes to it. Are you looking at the right places to fill the candidate pipelines? Answer all these questions using recruiting metrics from technical skill screening software. You should keep in mind that you need time for hiring candidates for hard-to-fill roles. Create a realistic timeline and proceed accordingly.
- Ensure Data-Driven Recruitment
Companies can improve their hiring process and make more informed hiring decisions using recruitment data and metrics. On the other hand, data collection and processing is challenging task. Spreadsheets can help you keep track of hiring information, but they require manual labor and are prone to human mistakes. As a result, they aren’t always a viable choice for you. This makes it difficult to track data and trends accurately. Recruitment teams require efficient methods for compiling and organizing data.
Use systems like technical skill screening software, Google Analytics, or something else to store and export helpful reports. You don’t need to track every recruitment metric. Converse with your senior management to settle on a few suitable metrics for you and your company.
- Building a Solid Employer Brand
A great employer brand allows you to make an excellent first impression and quickly attract and engage top applicants. Employer branding is more likely to result in perfect hiring for businesses that spend on it. However, it’s a lengthy, ongoing, and collaborative process that includes everything from assuring a great applicant experience to promoting company culture on social media. You’ll need to take a break from your regular responsibilities and collaborate with your coworkers for this.
Reply politely to online reviews – be it good or bad. Give your coworkers the means to tell their stories about their works, what they like the most or anything else they want to share. Always try to be a good employer, and it’ll show.
- Ensuring a Good Candidate Experience
Candidate experience contributes to employer branding and motivates the top candidates to evaluate your job offers. How you treat candidates during recruitment lets them predict how they will be treated after hiring. When they have had a bad experience, they are less inclined to accept your offer. On the flip, positive candidate experiences can enhance your brand and encourage good candidates to choose you over others.
Set expectations for candidates. Tell your candidates when they can expect to hear from you. And if you have a pre-hire assessment tool like technical skill screening software, set reminders to follow through with that promise. Don’t ever leave them in the dark throughout the recruitment process. Besides, coordinate well with the candidates. When scheduling an assessment test, inform them about the timing and the necessary things they need to come.
- Hiring Fairly
Due to unconscious biases, many companies struggle to include inclusion and diversity in their hiring process. Making data-driven recruitment is good for business as it helps you hire the best person for a job profile. Besides, it results in an inclusive workplace showing potential candidates that you want to create a diverse workplace.
Implement objective hiring techniques with pre-employment skill tests by using ATS platforms. These will offer you accurate reports based on candidates’ performance and thus, help you in bias-free, data-driven hiring.
- Creating an Effective Hiring Process
Recruiting teams need to communicate fast, screen candidates easily, and be well-aware of every step of the process. But managing all tasks isn’t always easy. Also, administrative tasks take considerable time.
Invest in an ATS that helps your team coordinate. This system will eliminate the unnecessary hassle from the hiring process and make it easy and effective.
Ensure effective hiring with these 12 Key Steps for an Effective Technical Hiring
Methods to Overcome Recruiting Challenges
- Create a Talent Pool
A talent pipeline is a ready pool of potential candidates who are qualified and prepared to step up and fill relevant roles in the future in your company. As you already have skilled and pre-screened candidates in line when a position opens, it helps reduce time to hire and recruiting costs. To build talent pipelines, look into diverse candidate databases to find candidates who advanced to the final stages or source new candidates. Besides, engage past and passive candidates and find the ones ready to be part of your company.
- Train Hiring Teams
Even seasoned recruiters need to improve their recruitment skills. Combating conscious, sub-conscious, and unconscious biases is a common reason to train hiring teams. Also, coaching them on assessment questions to ask or building good relationships with candidates is vital. To train hiring teams, give them a checklist to follow during the screening, educate them on eliminating biases, disseminate hiring resources, etc. All these help recruiters or hiring managers hire effectively.
- Diversify Your Hiring Strategies
You can advertise on a job board to bring good candidates. But depending entirely on this for quality recruitment is not a wise decision. Instead, start using social media to post jobs or promote your company. Besides, you can showcase your company culture on your career page to encourage more applicants, use various tools to source candidates based on location, skills, and other job-related criteria.
- Rely on an ATS
An ATS or technical skill screening software is a must-have tool that helps streamline the hiring process by making it possible for the hiring team to collaborate and keep all candidate data in one place. A good ATS can also help you extract valuable insights from your past process to improve future ones. Besides, with these, you can create jobs easily, design tests as per your recruitment needs, invite candidates for tech assessments, analyze and compare their reports, and more. All these streamline your hiring process and help you make better hiring decisions.
If you are using a hiring tool, read The Ultimate Guide to Recruitment Tools
How Skillsz Helps Make Quality Hire?
Skillsz is an automated technical screening and shortlisting tool that helps companies evaluate candidates based on their technical skills and abilities. While the age-old manual screening process needs a considerable amount of time and energy, Skillsz eliminates the need for it.
Experienced professionals, recruiters, HR managers, or talent acquisition teams can screen candidates and consistently find quality candidates with objective technical questions. This screening tool also speeds up the hiring process by organizing everything effectively.
From creating jobs for vacant positions and designing the jobs per your company’s needs to inviting candidates by using various methods and screening them, you can monitor everything perfectly from the dashboard.
Custom branding enables you to promote your brand during technical screening, while using an anonymous domain helps you hide your company information easily. Plus, instant PDF reports coupled with detailed analytics give you a view of candidates’ strengths and weaknesses.
Anti-fraud detection ensures candidates can’t take any unfair measures during the test, and it’s a fair assessment. The demo test helps candidates get an impression of the actual assessment test before they appear for it.
So, if you want to use an all-exclusive platform for technical screening, Skillsz will be the ultimate choice for you. To find the best candidate, sign up and start a 14-day FREE TRIAL today!
To Wrap Up
Undoubtedly, there are recruitment challenges. But where there are challenges, there are also opportunities. The new challenges inspire you to check the loopholes in the existing process, redefine your recruitment strategies, and use technology effectively.
Technical hiring tools like Skillsz eliminate the extra burden associated with manual hiring and help you combat recruitment challenges. So, irrespective of your requirement for tech talents, use Skillsz and make data-driven hiring decisions. To get a 14-day FREE TRIAL, register today.
Skillsz allows companies to assess developers with online programming tests and thus, makes recruitment easy and effective. Besides, it enables companies to filter out unqualified candidates and find the best talent quickly. Create coding tests, invite candidates, check results, and find the best talent. Does it sound interesting? Start a 14-day free trial today!