Recruiting challenges discussion

How to Eliminate These 5 Common Recruiting Challenges and Bottlenecks

Carla Firpo

by Carla Firpo

Talent Acquisition Specialist

As organizations look for talent in various fields, there is no guarantee that they will always land the right candidate. As a result, many organizations often face recruitment challenges that may affect their overall productivity, and this may have adverse effects on future business opportunities.

So, how can hiring managers eliminate bottlenecks in the recruiting process and improve their hiring practices?  Here is a simplified guide that can help organizations overcome such challenges.

What is a Recruiting Bottleneck?

A recruiting bottleneck is a process or activity that may halt talent recruitment or make the whole recruitment process become ineffective. According to Mind Tools, these hitches can be in various forms, including miscommunication, indecisiveness, or unpreparedness.

As such, hiring managers must be keen to identify them and devise the best method to overcome any process that seems to affect their selection of talent. Below are five common recruiting challenges and how you can eliminate them. 

Common Recruitment Challenges and How to Overcome Them

Even though recruitment challenges are a common occurrence in the hiring process, you can plan for and avoid some issues. Below are some of the most common challenges alongside practical solutions that hiring managers can apply in their search for top talent.   

1.   Involving Too Many People in the Hiring Process

Every individual has a different view on various issues, and hiring managers are no different. When an organization involves too many people to scrutinize the right talent, they may end up missing the point, as everyone is looking for something unique in the selected candidate. In the end, the hiring process either takes too long or halts altogether.

To avoid this recruiting bottleneck, an organization should simplify the hiring process and observe the right hiring practices, while also making their expectations known to both the candidate and the hiring managers.

2.   Miscommunication

In setting job descriptions, the organization and all stakeholders involved may fail to reach a consensus due to the lack of a proper communication channel. This may result in some aspects of the hiring process being overlooked by some, while others in the same panel overemphasize such aspects.

With the necessary tools,  your organization can manage the hiring process while also eliminating some common recruiting challenges.  At Crosschq, we can help you identify the right candidate for your organization and it’s backed by data. Crosschq Recruit helps you source opt-in candidates referral network or Crosschq 360 digital reference checks or both make the hiring process smooth, quick, and easy, with data-backed reports.. 

To overcome such communication barriers, it is necessary for the organization to clearly state its expectations to all parties involved, while also informing them on time. This eliminates some common disagreements that may slow down the talent recruitment process.

3.   Unpreparedness

If an organization has no prior plans to hire new talent, they may be unprepared to handle recruitment when they finally identify the need. In addition, some organizations are usually not prepared to immediately hire new talent, especially if they don't require their services at that particular time. This often results from an undefined hiring process that may not find the urgency in recruiting the right talent even after identifying one.

However, this recruiting challenge can be eliminated by establishing a hiring process that is aimed at recruiting top talent when need be. Also, informing the right candidate on time makes it easier to get their services when the organization is ready. 

4.   The Hunt for a Perfect Candidate

Every organization needs to have the right people designated to perform specific roles. According to Harvard Business Review, this notion leads many hiring managers into a search for a candidate who perfectly fits their job description.

However, in most cases, this type of candidate is hard to come by, or better still doesn't exist. This hunt may derail the hiring process or even make an organization miss the right candidate.

One of the ways an organization can eliminate this is by identifying the qualities they are looking for in a candidate. Therefore, an organization needs to agree on these important qualities that affect the selected candidate's job performance.   

5.   Indecisiveness

In the hiring process, being indecisive negatively affects the search for the right talent. When the hiring manager seems to have too many options, an organization may be headed in the wrong direction, and this may slow down the search for the right candidate. 

What’s more, indecisiveness is also an issue in competitive job markets, where time is of the essence. Indecisiveness may be triggered by unclear organizational goals that do not clearly define the role of all stakeholders involved.

To counter this, any organization should define the role of each individual involved in the hiring process, step-by-step. In addition, the organization should let the hiring team know any consequences associated with wasting too much time in making a decision and set a timeline from recruiting to onboarding.

Crosschq Can Help

At Crosschq, our Talent Intelligence Cloud™ provides solutions designed to help you hire and retain diverse, winning teams easily and efficiently. Crosschq 360 automated digital reference checks, help you hire up to 95% faster compared to manual checks, therefore eliminating recruiting bottlenecks and allowing your hiring team to be more effective and efficient.

Schedule a demo with a team expert to learn how Crosschq can help with your recruitment challenges.