15 common difficulties in human resource recruitment today

Currently, the labor market is increasingly vibrant, job seekers and recruitment needs at businesses are both on the rise. However, not everyone who needs a job can find a suitable job and every employer can find a suitable candidate. The article below Faro Vietnam will list the difficulties employers often encounter that prolong the search for suitable candidates, costing businesses money.

1. Human resources officers spend a lot of time synthesizing recruitment needs from departments

For businesses with many departments, synthesizing recruitment needs manually makes recruiters spend a lot of time, working through many levels and many times to agree on the number of positions needed.

2. Spending a lot of time posting job advertisements and collecting candidate profiles from social networks

Social networks are a free recruitment channel chosen by many employers today. With dozens of social networking sites and hundreds of groups, it can take you all day just to post recruitment ads and enter candidate information.

3. It takes a lot of time to manage job posting accounts and candidate profiles on different recruitment sites

Similar to social networks, you will spend a lot of time posting job advertisements from recruitment websites, collecting candidate profiles and managing job posting accounts.
 

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4. Information exchanged via email or text message is difficult to manage and lacks connection

Currently, recruitment personnel often choose to contact candidates by calling, texting or emailing. However, these channels are not interconnected, leading to difficulties in management and easy confusion with candidate information.

5. Time consuming inputting candidate information for storage

After receiving candidate profiles, recruitment personnel need to re-enter information into an excel file to store and track throughout the recruitment process. Just imagine, with up to 200 records, how long will it take you to do this?

6. It takes time to screen CVs

For vacancies with many resumes, filtering CVs consumes a lot of time for recruitment officers. When filtering CVs, you need to pay attention to:

• Candidates are suitable for the next round of recruitment
• Candidates who do not meet the qualifications/experience/education will be eliminated from the application round
• Potential candidates: Suitable for a certain job position but not yet recruiting at the time the candidate submits the application

7. Forgetting candidates, scheduling interviews at the same time as managing candidates with Excel

Excel is a free data management tool commonly used today. This tool has many advantages but also many disadvantages. Specifically, if you manage candidates using Excel with a long list, you will easily fall into the situation of forgetting candidates and scheduling duplicate interviews.

8. Forgot to send a confirmation email to the candidate regarding preparation time and documents

Forgetting to email candidates notifying them of the interview date and time or the results of the interview is a drawback that causes the candidate to have a bad impression of the business. Even if this is a potential factor and passes the interview, this can also be a reason why the candidate refuses to accept the job.

9. Poor quality of online interviews

Recruiters use free calling software such as skype/whatsapp for online interviews, often encountering the risk of unstable transmission lines, which affects the quality of the interview.

10. Difficulty in managing the candidate interview process using Excel

Managing the interview process is an indispensable step in the recruitment process. Managing the interview process using Excel today causes employers to encounter many difficulties such as: taking a lot of time to enter and search for data; It's easy to lose data if you accidentally forget to save.

11. Forgetting potential candidate profiles

Many employers miss these candidates due to not having information storage tools. When there is a position to be filled, it takes a lot of time, money and resources to search, interview and evaluate other potential candidates.

12. It takes a long time to evaluate the recruitment effectiveness of each channel

Currently, to evaluate the effectiveness of recruitment channels, HR staff need a lot of time to synthesize information, collect data to evaluate and make recruitment reports for each channel and each recruitment round.

13. Unable to determine the reason why the number of candidates passing each round did not meet expectations

• Candidate quality is not improved
• It costs more to recruit more people to get enough people
• Prolonged recruitment time, loss of work, energy, and time of those on the recruitment committee

14. Unable to manage recruitment costs

When unable to manage expenses, recruitment officers or businesses may fall into the situation of "burning money without knowing it". Signs of this difficulty can include: Do not list all costs incurred during the recruitment process, never considered cost efficiency in the recruitment process..

Unable to manage recruitment costs

15. The business's recruitment brand does not attract many high-quality candidates

Recruitment brand is the image of the business in the eyes of candidates. Therefore, making candidates attracted to the business's recruitment brand is a necessary job for recruiters. Not paying attention to building a recruitment brand and an unprofessional recruitment process can cause businesses to miss out on many talented people.

Understanding the difficulties and finding ways to overcome the above factors will help improve recruitment efficiency, and your business will easily find talented people.

Please contact us if you want to receive information about human resource recruitment experience and building corporate culture at companies.

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