Recruiters Don't Have it Easy

Challenges we know Recruiters face Often


1. Attracting the right candidates

If you’ve ever tried to discover the right candidate in a pool full of unqualified talent, you’ll know that your options are limited. You’ll choose the best person you can find at the time—not the best fit for the job. But it’s not always about the number of candidates who apply; the best way to hire the right people is often from a smaller pipeline of more qualified talent.

2. Engaging qualified candidates

Good candidates are often contacted regularly by recruiters, making it harder for your own email to stand out. In addition, candidates with hard-to-find skills are often considering several job offers at the same time. You need to put extra effort into persuading passive candidates to choose your company over your competitors.

3. Hiring fast

Hiring teams want to hire as fast as possible, because vacant positions cost money and delay operations. Yet, depending on your industry,making a hire can take several months putting pressure on recruiters and frustrating hiring teams. A long time to hire may be a byproduct of a shortage of qualified candidates. The hiring process may be too long or hiring teams might struggle to reach a consensus, resulting in the best candidates finding jobs elsewhere.

4. Using data-driven recruitment

Companies can use recruitment data & metrics to constantly improve their recruiting process and make more informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to track hiring data but they require manual work, are prone to human error—and they're not compliant . This makes it hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an efficient and streamlined way.

5. Building a strong employer brand

A good employer brand helps you attract and engage better candidates. Organizations that invest in employer branding are three times more likely to make quality hire . Yet, it’s a complex process that includes anything from ensuring a positive candidate experience to promoting your culture on social media. It’s a continuous, collective effort that requires you to step out of your usual duties and secure buy-in from your coworkers.

6. Ensuring a good candidate experience

Candidate Experience isn’t only important for employer branding, but it’s also a factor when your best candidates are evaluating your job offers. The way you treat candidates during the hiring process mirrors the way you’ll treat them after hiring. If they had a bad experience, they’re less likely to accept. Conversely, positive candidate experiences can enhance your employer brand and encourage good candidates to apply and accept your job offers.

7. Recruiting fairly

Many companies struggle to attract and hire diverse candidates and unconscious biases are often the reason. Apart from your legal obligations to provide equal opportunities, hiring objectively is good for business because it helps you hire the best person for the job without stereotypes interfering. This will result in an inclusive workplace showing potential candidates that you’re a meritocracy and allowing you to benefit from diversity's positive effects  

8. Creating an efficient recruiting process

Hiring teams need to communicate fast, evaluate candidates easily and know what’s going on every step of the way. Recruiters are tasked with coordinating all this communication and it’s not always a breeze. Especially if recruiters relationship with hiring managers is strained. Also, administrative tasks (like scheduling interviews) often take away valuable time that recruiters could have used in coordinating the hiring process and ensuring good candidate experience.

At The Assistants Company we Help you Build a talent pool

Talent pipelines are groups of candidates you’ve already engaged who can fill future positions in your company. This can help you reduce time to hire and recruiting costs, because you’ll already have qualified, pre-screened candidates in line when a role opens. To build talent pipelines:

  • Look into past hiring processes for candidates who advanced to the final stages or source new candidates. Past candidates are obviously qualified, while new ones will help you build a more comprehensive and diverse candidate database. You could also consider candidates who reached out to your company by sending their resumes. 
  • Engage past and passive candidates. Your pipelines are stronger if candidates know you’re considering them and if you’re staying in touch. Let them determine how often you’ll communicate with them, either via in-person meetings or by sending them useful content and information.

We Have Trained hiring teams

Even experienced hiring managers and interviewers may need to level up their hiring skills. Combating biases is a common reason to train hiring teams, but coaching them on interview questions to ask or how to build rapport with candidates are also important. Here are a few ideas to train hiring teams:

  • Instruct interviewers on how to prepare for Interviews . Giving them a checklist will be helpful.
  • Encourage them to take Harvards Implicit Association Test  to identify their hidden biases. Educating them on how biases work is also a good idea.
  • Arrange mock interviews. This will be especially useful for inexperienced interviewers.
  • Disseminate recruiting resources. Ask each hiring team member whether they’d be interested in receiving interesting articles or videos with hiring advice. Set expectations of the amount they’ll need to read, for example, send an article once a month.

Diversify your recruiting strategies

It’s good to advertise on a job board that you know brings good candidates. But leaving it at that is a missed opportunity to create a truly powerful hiring process. Consider:

  • Using Social Media to Post your Jobs  or promote your company.
  • Showcasing your culture, benefits and employee stories in your careers site to encourage more applicants.
  • Using tools like People Search to source candidates based on location, skills and other job-related criteria.

Why Not Try our Virtual Recruiters Assistants

At The Assistants Company we Offer Recruiters the Ability of Hire Virtual Assistants who are equipped to Handle the Long Hours of Searching and Locating the Right Candidates , Submitting Relevant Resumes & Following up with Candidates till they reach for Interviews & Even Post Interview Follow Ups .