<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=319799198847669&amp;ev=PageView&amp;noscript=1">
Resume Database Management Software and Applicant Manager Platform Updates with ATS Manager
Request a Demo

The Applicant Manager Blog

3 Problems in the Recruitment & Selection Process (and How to Solve Them)

Posted by Edna Nakamoto on Aug 1, 2018 2:57:55 PM

Two men at computer collaborating on how to get past their challenges in the recruitment and selection processIn 2018, the U.S. unemployment rate is the lowest we've seen in ten years.  While that’s exciting news for the economy and job seekers, it means increasing competition for recruiters and hiring managers. The hiring goals you've laid out within your recruiting process are going to be even more challenging to meet than you may have anticipated. In fact, you’re probably facing one or more of the problems below. Don’t worry, we have some tips to help you through them!

Problem 1: Attracting Top Talent

Recruiters now face difficulties in attracting top talent. It’s a candidate’s job market, and firms have to work harder to capture the attention of prized potential employees. If job seekers hear bad things about your company or don’t like what they see, you’ll miss out on the cream of the crop candidates.

To improve your chances of winning the hearts of the right applicants, you need to work on developing and promoting your employer brand. Be sure to address:

  1. 1. Corporate culture.
  2. 2. Clarity of candidate-facing messaging, including a branded careers page.
  3. 3. User experience from the application process perspective.

In essence, you need to put on your marketing hat - or better yet, partner with your marketing department - to create a compelling employer brand that you can “market” to the most qualified job candidates.

Steps to Build an Effective Recruitment Process

Problem 2: Lack of Quality Candidates

Does it ever seem like nobody great is applying? Even when you do have a beautiful brand, you are going to get your fair share of less-than-stellar applicants mixed in with the top-notch talent. The solution is to step up your recruiting strategy.

To source the best of the best, consider these steps:

  • Explore opportunities with passive applicants. Just because someone isn’t actively looking for a job, it doesn’t mean he or she won’t consider the right position with your business. You just need to ask.
  • Review your recruiting data. What tactics have brought you the most success, or led to the least results? How long is your typical timeframe between posting and hire date? These data can help you improve your process.
  • Get creative with applicant outreach. There’s a lot of noise out there. How can you stand out to entice terrific talent?

Problem 3: Technology Misalignment 

Human resources hasn’t traditionally been known as a department driven by technology, but things are changing. After all, recruiting professionals and hiring managers need to respond with the speed that people have become accustomed to in their everyday lives. If you’re still using manual or outdated processes, you risk losing a prized applicant to another employer.

Tech-savvy HR teams find success using an applicant tracking system (ATS) to transform their recruiting efforts. An ATS can make your organization more efficient and productive when it comes to attracting, reviewing, and selecting future employees. 

How can an ATS help you?

Recruiting and hiring presents hurdles and obstacles regardless of whether it’s a candidate’s or an employer’s job market. Fortunately, HR can now blossom into a technology-driven center of excellence with solutions like ATS.

The right ATS will actually help you resolve many of the challenges we’ve covered here through features such as branded careers pages, passive applicant management, candidate communication management and more. 

Want to learn how an ATS can help you? Schedule a free live demo with us today to learn exactly how The Applicant Manager can help your business find the best candidate for the job.

 Request a Demo
Edna Nakamoto

Written by Edna Nakamoto