Effective recruitment has always been a challenge that HR faces over time, especially in today’s competitive business world. Finding and attracting talented candidates who fit the company culture not only requires specialized knowledge, but also demands intuition and understanding of people. Perhaps through many years of experience, HR professionals have somewhat realized that a business’s success lies in its ability to build a team of reliable, passionate employees who are aligned with the organization’s goals and values.
According to surveys, one of the biggest “pains” for HR professionals is the challenge of recruiting and retaining talent. So, how are HR professionals recruiting now, and why has recruitment become such a concerning issue?
1. The ‘Pain Points’ of HR in Effective Recruitment for Businesses
HR professionals should ask themselves, “What constitutes effective recruitment?” Is recruiting talent for the business enough to be considered effective in recruitment? Or is finding many suitable candidates for the recruitment position enough to say the recruitment process is good?
1.1 Persistent difficulty in hiring, insufficient CV quantity, and substandard quality
In traditional recruitment, there is a relatively common ratio of 15/5/3/1. That is, out of 15 applicants, 5 are invited for an interview, the company selects 3, and finally signs a contract with 1. Thus, for each recruitment round, businesses need many candidates to find one suitable person.
What causes a recruitment campaign or a posted position to not receive the expected quantity and quality of applications?
Want effective recruitment but using broad, unfocused recruitment channels
Nowadays, it can be seen that any job posting on job websites is almost immediately followed by dozens of other posts that push your information down. Furthermore, if the information is filtered by industry or profession, potential candidates can easily find dozens of other businesses, competitor companies with the same recruitment needs as you, with just a click. This makes recruitment communication more challenging. Consequently, recruiters do not reach the right pool of suitable candidates, resulting in a minimal number of received CVs even after a long period of posting.
1.2 Scarcity of high-quality human resources, good candidates are always ‘in high demand’
For job positions requiring expertise and extensive work experience, suitable candidates are mostly very skilled personnel at the management level or higher. Furthermore, in addition to fully meeting recruitment requirements, these candidates are very aware of their own abilities and know exactly which companies they should apply to and commit to long-term.
1.3 Interviewing many but unable to select candidates, consuming time and costs
Currently, HR usually evaluates candidates mainly through resume screening and during the interview process. However, not every HR professional knows how to assess candidates comprehensively and objectively; most evaluations are based on intuition and judgment.
Sometimes HR might “misjudge” a candidate’s abilities simply because these candidates were very well-prepared with their answers during the interview. Additionally, candidates might exaggerate their resumes and experience to “bypass” the recruiter, leading to inaccurate assessment results.
Take the simple task of selecting a candidate for a receptionist position. One wonders how much effort recruiters had to put in just to arrange interviews for a single simple position. Not to mention candidates who were scheduled but “ditched” the interview. Some candidates arrive late for the entire session. Many candidates show up for interviews as if they are going to a party. Many candidates also submit crumpled, scribbled-on resumes…
1.4 Personnel leaving the company immediately after receiving thorough training, rendering the company’s training time and costs wasted
According to Forbes magazine, up to 20% of new employees leave within 45 days of employment. When this issue occurs, who is responsible?
In a business, if a department hasn’t completed its work or a project is behind schedule, the first reason cited is lack of personnel, and lack of personnel is because HR hasn’t recruited enough manpower. All responsibility for this issue is initially attributed to HR. After all the pains mentioned, in reality, an effective recruitment process requires many factors.
2. So, what should HR do to alleviate the ‘pain’ in recruitment and make recruitment more effective?
Whenever a business needs to recruit, HR finds themselves grappling in the whirlwind of personnel search. Where are the candidates? Is the CV quality good? Candidates abandon the process midway.
In fact, all HR professionals at medium and large businesses are facing this issue; without a thorough solution, these problems will become obstacles in achieving business objectives and hinder the enterprise’s development.
On the digital transformation journey in today’s business environment, the biggest barriers are ‘laziness’ and outdated thinking. HR professionals must change their mindset and realize that simply posting job advertisements will not automatically result in a flood of applications. If HR professionals do not proactively find scientific management methods, the pressure of recruitment costs will be very high, and the quality of recruited personnel may not necessarily be high.
Understanding the difficulties faced by HR professionals in recruitment, SKALE has deployed and applied AI (Artificial Intelligence) technology to develop solutions aimed at effectively connecting businesses and job seekers, alleviating the ‘pain’ in recruitment.
SKALE will serve as a platform, providing strong support for the HR department, solving challenges related to attracting suitable human resources for each business. By leveraging an ecosystem with millions of quality candidate databases, SKALE Recruitment Technology will help businesses save significant time and costs for the HR department in finding suitable quality candidates.
3. Value brought by effective recruitment solutions
-
Save time and costs by only paying when a candidate attends an interview
Typically, HR turns to recruitment websites for support in finding quality human resources, but merely posting job advertisements on these websites incurs costs for HR without even knowing if they will receive quality candidates.
Instead, SKALE’s rapid recruitment service will help businesses find suitable candidates based on the number of CVs that have been screened through 3 layers by SKALE’s recruitment specialists and current AI technology. We commit to providing candidates for interviews immediately, and payment is only required when a candidate attends an interview. This will help HR reduce recruitment costs while still easily obtaining quality candidates.
Furthermore, compared to traditional recruitment methods, HR can see that rapid recruitment services will help streamline the recruitment process. Simply inform SKALE about the JD (Job Description) of the position to be recruited, and SKALE can handle everything from screening applications, sending interview emails, to scheduling and supporting HR interviews.
-
Quick speed in obtaining candidates
HR often takes 1 week to receive candidate CVs from posted job advertisements. But does that volume of CVs meet the necessary requirements for the position you are recruiting for? To optimize and boost recruitment process efficiency, SKALE’s recruitment solutions commit to providing suitable candidates within 3 – 5 days, ensuring candidates have the right expertise and are ready to participate in interviews.
-
Effective recruitment easily obtains assessment feedback for each candidate through SKALE’s recruitment specialists
Recruiters often assess candidates based on intuition, which can lead to HR missing out on talent right in front of them. Therefore, each candidate is objectively, clearly, and detailedly assessed by SKALE’s Recruitment Collaborators. Based on these assessments, HR can consider and decide whether to invite candidates for an interview.
-
Easily recruit effectively for senior management and specific positions
Senior personnel hold important positions, managing the entire business’s operations. Currently, this talent pool is very scarce, making recruitment difficult; they typically only account for about 10% of the workforce in a business but have a significant impact, bringing in up to 90% of the unit’s profit. Therefore, these positions cannot remain vacant for too long. So where can HR ‘dig up’ suitable candidates for senior positions quickly?
What HR needs is to turn to Headhunting services – a ‘headhunting’ service – this will be the solution to quickly provide quality human resources. Referred to as the ‘Successful Recruitment’ service, HR only needs to entrust SKALE with organizing and quality management, and SKALE’s recruitment specialists will search for and select suitable candidates in the shortest time.
-
Candidate warranty policies are available
When using recruitment solutions, HR worries that candidates might not show up for interviews, or ‘break the agreement’ for the interview but still lose money, rendering the recruitment effectiveness zero. Stop thinking that way immediately, because at SKALE, there are always 1:1 candidate warranty policies for up to 60 days. HR does not need to fear losing money without getting any candidates.
-
Effective recruitment helps increase candidate-business fit
The important thing in effective recruitment is whether the candidate fits the corporate culture or not?
“Should HR recruit candidates with competencies or candidates who fit the corporate culture?” This is the question HR will receive the most from their businesses. So why should HR have to choose one of the two? SKALE’s successful recruitment service can help HR get candidates who are both suitable for the corporate culture and have the professional competencies for that position, thanks to the candidate competency assessment on the FinxS platform to increase the fit when interviewing candidates.
Learn more about recruitment solutions at SKALE
Learn more about recruitment solutions at SKALE
HR professionals must always maintain the most stable spirit, as they never know when personnel will leave, constantly facing challenges of finding candidates, screening applications, posting job advertisements, etc. Is being an HR professional really as easy as everyone thinks? Right now, HR needs to immediately stop traditional recruitment activities and switch to using recruitment solutions that apply AI technology. This is because the demand for talented individuals has never cooled down; the year-round active labor market leads to an increasingly fierce “headhunting” war.
Therefore, to streamline the recruitment process and reduce workload, HR needs to quickly find a suitable direction to create an effective and quality recruitment process!
