The Recruiter Deficit and Other Current HR Leader Challenges

Photo by Gustavo Fring:

If you want to know what today’s HR executives are thinking, the easiest way to find out is to ask them. In order to have a better understanding of the problems HR directors face today, we conducted a poll of 100 high-level HR professionals from firms ranging in size from 50 to over 1,000 workers.

The good news comes before we get into the challenges. According to the survey participants, recruitment funds and digital tools are reportedly on the rise this year as HR directors recoup from reductions in 2021. More than 73% of HR directors plan to boost their recruitment expenditures in 2021; 41% plan to increase their budgets by at least 10%.

In light of these budgets, these are some of the problems that HR executives will face:

1. The Importance of Creating a Reliable Talent Pool

57 percent of those polled said that one of their major concerns in terms of recruitment is having a strong pipeline of qualified candidates.

It is especially tough to build a pipeline of qualified, talented individuals in today’s highly competitive personnel market. While many top applicants aren’t actively looking for work, employers face a talent scarcity. The consequence is that 74% of recruiting teams have boosted their outreach to passive prospects in the last year, according to our data.

Increased recruiting expenditures may be useful in the following situations: Automated outreach solutions for passive candidates may offer HR departments a leg up on the competition.

2. Enhancing Talent Quality

It doesn’t matter how large your talent pool is if the applicants inside it lack the qualifications and attributes you need. If you have too many applications, it may take your team days to comb through them all and find the best ones for the job you’re looking for.

Therefore, HR directors are focused on enhancing the quality of their talent pipelines and developing trustworthy talent pipelines. Nearly three-quarters of the HR professionals we polled said they wanted to increase their capacity to identify applicants that fit their available jobs accurately.

3. Improving Candidate Diversity

Forty-three percent of the HR executives we polled said that boosting diversity is one of their top current issues, which is a severe issue for many organizations.

Even though reducing prejudice may be a significant component in recruiting and employing more diverse people, HR directors put it last on their priority list. HR teams must use data-driven methods to sourcing and do frequent audits of their recruiting processes to see where they are thriving and failing in diversifying their pipelines.

4. Making Recruitment Technology Ecosystems More Cohesive

A whopping 57% of HR executives polled said they’d used new technology in the last year. Regarding tech stack expansion, 47% added sourcing tools, 29% added outreach and engagement tools, 22% added recruitment marketing tools, and 21% added screening/assessment technology.

The usage of tools is increasing, yet one-quarter of those surveyed said they have many tools that “don’t communicate to each other.” Forty-five percent of respondents had five to nine tools in their recruiting tech stacks, and 24 percent had ten or more; some even have fifteen or more tools!

It is important to watch for any potential inefficiencies in your recruiting process. This may assist you in figuring out which tools in your stack aren’t exactly functioning well and how to put together the most potent combo feasible.

5. Hiring Recruiters

Ironically, individuals responsible for attracting new employees confront their staffing issues. One-fourth of the HR executives we polled said they were having trouble filling available positions for sourcing and recruiting on their teams.

The lack of accessible talent in the market puts a lot of pressure on recruitment teams. As a result, it is more difficult to locate applicants that are a good match. Therefore, we should not be surprised that just 14% of the HR executives we polled last year achieved 100% of their recruiting targets.

The absence of recruiters may significantly impact the organization’s overall operations. This issue should be given as much attention as possible by HR executives at this time.

In order to overcome these hurdles, HR and recruiting professionals will need a more targeted recruitment approach that pays specific attention to how technology may assist them to address their most urgent issues.