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October 2012
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The Ten Challenges of Modern Recruitment

Posted by: Alex Linley & Celine Jacques

 

Speak to almost any recruiter, and you’ll quickly gain a picture of the recurrent challenges they face in their role, and how difficult these challenges can make their job for them.

 

Across our many recruitment clients at Capp, we have identified the 10 recurrent challenges that recruiters face:

 

1. “Gis’ a job, mister, any job”: For almost any organisation, and for graduate recruiters in particular, unease around the prospects of the economy means that more and more people are applying for any role they see advertised, rather than being more targeted and specific in their approach. The result is a volume problem for selection.

 

2. Candidate volume: More candidates than ever seem to be applying for the reduced number of roles available. Differentiating the best from the rest becomes ever harder and more resource-intensive as a result.

 

3. The war for talent: You might think, given the state of the economy, that the war for talent was over, and organisations had won. You couldn’t be more wrong. The best candidates know their worth, and expect hiring managers to convince them of why they should join – starting right from the organisation’s attraction and selection campaigns.

 

4. Here today, there tomorrow: Where once organisations might have recruited for a specific role, increasingly now they have to recruit people who will be able to adapt as fast as they do. The result is that you no longer have to just be a fit for the role, but also fit for the future.

 

5. More global and more ‘future leader’: For many organisations, this fit for the future means more global and more ‘future leader’, adding yet another lens to what organisations want in their new people.

 

6. “A great example of that was when…”: One of the major drawbacks of the prevalence of competency-based approaches is that candidates are so often well-rehearsed rather than well-prepared, making it difficult for recruiters to see behind the polish to the person they would really be hiring.

 

7. The curse of WikiJobs: This challenge is made all the more virulent through the ubiquity of WikiJobs, especially in the graduate recruitment arena, where candidates have been known to share interview questions and model answers within minutes of them first being asked in a live interview or assessment centre.

 

8. “You’re all the same to me”: Not only do candidates look and sound alike, but so do the selection methods and approaches used to recruit them. Competency-based recruitment was a big step forward from the intelligence testing (if anything) that we had before, but after 30 years and almost every organisation using them, the differentiation of competency-based interviews has passed.

 

9. Employer brand and being a ‘good rejecter’: When you’re in the volume recruitment game – whether you intended to be or not (see #1 and #2 above) – it’s all the more important to be seen as a ‘good rejecter’, since by definition, you’ll be saying ‘no’ to a lot more people than you say ‘yes’ to. Depending on your business, some or all of these people could well be current or potential future clients.

 

10. Twice the value, half the price: On top of all of these, recruiters are being asked to do more with less. “Yes, we want the best possible candidates you can find. No, we can’t increase your resources to do this – in fact, we’re going to have to top-slice them in line with the rest of the organisation.”

 

With these 10 challenges keeping them awake at night, it’s hardly any wonder that recruiters can sometimes feel like they’re up against it.

 

That’s why at Capp we developed the Situational Strengths Test, as one element of Strengths Selector, our five steps to strengths-based recruitment, to help recruiters solve all of these problems and more.

 

Visit our Situational Strengths Test launch site to see how we can help you.

 

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