Hiring the perfect candidate can often feel like chasing a unicorn. But the ideal fit might be closer than you think? Here are some solutions to common hiring challenges:
Hiring challenge: Rethinking requirements
The quest for the perfect candidate can feel impossible; the job requirements seem like hunting a unicorn, the needed skills ultra-niche, and finding that ideal fit feels unattainable.
Solution: If your search for the perfect candidate leaves you empty-handed, it is time to rethink the position’s demands. Instead of only searching for people currently in similar roles, consider those who are eager to take on more responsibility. The potential of less experienced yet qualified candidates who demonstrate a hunger for growth could be a perfect fit.
With effective onboarding, the candidate can flourish. It is not always about finding someone who ticks every box. Sometimes, it is about giving someone a chance to shine and grow into the role.
Hiring challenge: Not enough time
Finding the right talent for a job takes a lot of time. From looking at resumes to talking to candidates, it can eat up your whole day, especially when you have other work to do.
Solution: If you are short on time, get some help! You can ask your HR department to handle the first steps, like sorting resumes and doing initial phone calls. Another option is to hire a recruitment firm to do the whole hiring process for you, so you can focus on your other projects and responsibilities.
Remember, when a position is vacant, your company could be losing money. Even though not paying someone might seem like saving money, a good employee is worth way more than their paycheck.
Hiring challenge: Relocating candidates
Sometimes, you find the perfect person for a job, but they don't want to move to where the job is. It could be because of the distance, culture or moving their family – convincing them to go somewhere they are not keen on can be tough.
Solution: Even though you can't change the culture or the distance, you can make the offer more appealing. Offer them a great compensation package, like a higher salary, bonuses, and help with moving costs. Treat them and their family really well during their interviews, covering their travel expenses and giving them lots of info about the area. Maybe even help them find a new home when they accept the job.
Employee retention begins before their start date. Candidates want to feel like they will grow in the job and that they will be supported and if there is a strong, honest, and supportive connection between the candidate and the employer, it will be easy for the candidate to accept the job.
Hiring challenge: Keeping the search secret
Companies often want to retain anonymous when hiring a new employee. Maybe they don't want their current employees to worry, or they are replacing someone who is still there. However, it is difficult to get candidates interested when you can't tell them much about the career opportunity.
Solution: The best way to handle a secret search is to be honest with the candidate you are talking to. Tell them upfront that you can't say the company name or exactly where the job is until later on. Then, let them decide if they still want to go ahead with the process.
Most people already in a job prefer to keep their job hunt quiet, so they will understand. And sometimes, just the mystery of not knowing the company can make them curious enough to want to find out more.
Remember, there are always ways to work around hiring problems. A good recruiter knows that staying open, flexible, and honest makes it possible to find that perfect person for the job.
