Time-to-fill rates have been steadily increasing since before the pandemic. Research indicates that the current time-to-fill for professional services is higher than average at 47 days due to the specialization of roles and small talent pools available. Across industries, there is a widening gap between roles that are easy to fill and those that are difficult to fill. As a result, recruiters are caught in the middle, struggling to meet demanding OKRs. In this competitive environment, employers who wish to succeed must adopt a more strategic approach to talent acquisition by leveraging technology, data, and process efficiency to identify and recruit top talent.
The sourcing stage: Finding qualified candidates
- Difficulty finding the right candidates at the right time: One of the primary challenges HR recruiters face during the sourcing stage is finding the right candidates at the right time. Recruiters can spend countless hours searching for potential candidates in contact databases and online, often with minimal success. Without access to the right tools and accurate contact information, recruiters often struggle to identify individuals who meet the desired criteria or connect with prospective candidates due to outdated and incomplete contact data.
- Lack of response from candidates: Recruiters often experience frustration when reaching out to potential candidates and not receiving any response or feedback. This can delay the sourcing process and make it difficult to move forward with the hiring process.
- High competition for top talent: One of the difficulties encountered by HR recruiters is the intense competition for highly skilled individuals. In the current job market, it can be a daunting endeavor to entice and retain the most exceptional candidates. Recruiters frequently contend with other businesses for the same group of competent applicants.
- Limited resources and budget constraints: These are common pain points for HR recruiters during the sourcing stage. The lack of adequate tools, technology, and budget can hinder the effectiveness of the sourcing process and limit recruiters’ ability to attract and engage with potential candidates.
The sourcing stage of the recruitment process is often plagued by challenges that can significantly affect the time-to-fill cycle for HR recruiters. By identifying these challenges and implementing effective solutions, recruiters can streamline the sourcing process and enhance the overall efficiency of their recruitment efforts.
The screening stage
- High volume of applications: Due to the growing popularity of online job portals and simplified application processes, recruiters are frequently inundated with a vast number of resumes that require review. This can result in a time-consuming and laborious screening process, making it challenging for recruiters to effectively identify the most suitable candidates.
- Lack of relevant qualifications: Despite clear job requirements and descriptions, recruiters often encounter resumes that do not align with the desired skill set or experience level. This can be frustrating for recruiters, as it wastes their time and delays the hiring process. Furthermore, it may require recruiters to spend additional time communicating with candidates who are not suitable for the role.
- Unimpressive resumes: HR recruiters often encounter resumes that are poorly formatted or lack crucial information. Sometimes, candidates fail to provide a clear summary of their skills and experiences, making it difficult for recruiters to assess their fit for the role. This can lead to confusion and uncertainty during the screening process, as recruiters are forced to spend additional time trying to comprehend and evaluate the candidate’s qualifications based on incomplete or ambiguous information.
- Time constraints: Recruiters often juggle multiple tasks and deadlines, leaving limited time to review resumes. This can lead to hasty decision-making and the risk of overlooking qualified candidates. Additionally, the pressure to fill positions quickly adds to their stress and workload, making the screening process even more challenging.
During the screening phase, HR recruiters should carefully consider these pain points to develop efficient strategies and implement solutions that streamline the process.
Using data to enhance efficiency and streamline workflows
The considerable variability in the time it takes to hire employees highlights the need for businesses to adopt targeted strategies in order to avoid high turnover rates and the loss of valuable company knowledge. By having access to extremely precise contact information, such as personal details, recruitment teams can locate top-notch candidates faster than their rivals.
RocketReach outpaces the competition in both data precision and lead intelligence. Our user-friendly interface means less time training and more time connecting with prospects. Creating recruitment lists and initiating email outreach to eligible candidates takes only a few minutes. Create your free account today.
