A staggering 93% of organisations in the healthcare industry say that recruiting has become more difficult in recent years. Eighty-three per cent of IT companies report difficulty finding qualified candidates.
Internal vs. external factors in recruiting
According to the responses, there are two main categories of factors that influence recruitment: internal and external factors. Both the organization's own activities and external influences are considered internal factors.
When faced with adversity, nearly three-quarters of people blamed it solely on circumstances beyond their control. Covid-19, industry attractiveness and political and economic factors are the most common outside influences on recruitment.
It is possible for organisations in the sector to benefit and suffer from external factors at the same time.
Getting to know potential employees
In the survey, only 58% of respondents said their organisation used a recruitment system to manage their hiring.
Communication with job candidates is critical to the recruitment process's success. Candidate perceptions of the new employer are shaped heavily by their first encounter with a new potential employer. An important role for recruiter communication is that of educating and guiding a prospective employee through the various stages of an employment opportunity.
Candidate-friendly procedures provide candidates with regular updates on the status of their application and any potential delays. In addition, candidates who aren't chosen for the position will be informed personally.
Hiring top talent is hampered by application process bottlenecks.
The application process is often the main bottleneck when it comes to building an employer brand because of the difficulty in finding qualified candidates in sufficient numbers. It has been built over time to attract active job seekers, so that today, as sectors are suffering from labour shortages, it is impossible to attract talent already employed elsewhere.
Most IT employment agency hasn’t updated their application process for today's technology. In today's fast-paced world, candidates are often overlooked in the design of recruitment processes that are primarily geared toward employers' needs.
Recruitment processes were developed by approximately one-third of those interviewed in the study. Organization-driven processes have emerged, in which companies rely on the strength of their brand to attract top candidates rather than the convenience of online applications or sophisticated recruitment marketing strategies.
Companies that place an emphasis on the candidate's background and experience, as well as their own corporate image, are more likely to attract top-tier talent.
IT recruiting firms should focus on a smooth application process and ensure that it can be completed on all mobile devices in order to receive applications. The use of mobile devices to access a wide range of services and applications has grown tremendously. In order to make the candidate's experience pleasant and easy, the current process must be completely restructured.
A little more than a third of those polled said that submitting an application necessitates registering separately. Separate registration from the candidate's point of view makes the application process more difficult and discourages especially passive applicants. In the public sector, the registration requirement was particularly prevalent.
To wrap things up, here's the bottom line:
Companies that are unwilling or unable to change their ways of doing business will have a difficult time recruiting new employees. It has been possible for those who are willing to adapt their methods in response to market shifts to turn things around.
Many organisations can fix their recruitment issues by using efficient candidate marketing tactics, tracking metrics and cost structures of different channels, and correcting the broken process.
