Talent is the single most important asset for any organization to achieve success. Of course, while the entire company may rely on HR for this crucial piece, most HR departments aren’t given limitless resources find and hire the best talent the workforce has to offer. High stakes and not a lot to work with – that’s a recipe for a real headache.
If this sounds familiar, there’s good news – you’re not alone. Many of your peers and competitors are faced with similar recruitment challenges. Here are 5 of the most common HR grievances, and some ways to help relieve the stress they cause.
Headache 1 – Increasing complexity
Placing the right candidate in the right position at the right time is no small task. And while recruitment technology is meant to simplify your job, the sheer number of tools available in today’s marketplace can make recruitment more complicated and time-intensive than ever.
In this case, the saying “you have to spend money to make money” can also apply to time. Customizing your tools and alerts may take up a solid portion of your morning, but it will save you time and stress in the long run.
Headache 2 – Leaders expect increased efficiency
Where HR was once considered almost an afterthought, as companies recognize the importance of finding the right talent, it is now taking on a larger role in organizations’ strategies. A step in the right direction, to be sure, but many organizations now expect more out of their HR department without giving them much more to work with.
Increasing efficiency often boils down to improving time management. Successfully prioritizing the various duties and functions of your HR department, and automating simple or menial tasks can help free up your time to focus on the bigger picture.
Headache 3 – Losing information between multiple databases
The talent market is made up of many types of candidates, including existing employees, candidates in the pipeline, and new applicants. The right candidate may come from any one of these sources, but pinpointing them can often prove difficult. Information on candidates is often housed in separate databases or tools depending on which type of candidate they are.
Ideally, you’d be able to access all of your potential candidates’ information from one place. With limited resources, this may not always be an option, in which case finding tools that can communicate with one another can also help clear up confusion.
Headache 4 – Lacking the right data
Data is essential to making smart recruitment decisions and increasing efficiency. Today, recruiters have a greater ability to gather and analyze relevant data than ever before. Having the right recruitment data and knowing how to glean insights from it can be the difference between successfully attracting top talent or being surpassed by the competition.
Headache 5 – Losing contact with potential candidates
Recruiters are tasked with keeping track of myriad candidates from varied sources, often all stored in different databases. It’s not surprising, then, that great candidates sometimes slip through their grasp. For many recruiters, one of their greatest challenges is staying in touch with candidates they turned down, but want to keep track of for potential future positions. In fact, many HR departments don’t track these candidates at all.
Think of all that potentially great talent down the drain. Whether they are rejected, not ready to apply or just showing interest, you need a way to stay connected and engaged with potential candidates.