Key Findings for a Chief Human Resources Officer to Know

Recruitment is a big game. Just like any game, where different individuals from different groups are fighting each other to grab a piece of place under the sun, recruitments make a company survive. Companies are improving every bit of their own spaces and people to attract candidates. No wonder, employee experience, candidate experience, ergonomics, and culture rank high for these companies and all these big terms ranked big time last year. They are going to remain on the top this year too.

There’s a list of collated key findings that matter most to the chief of human resources of any company- big or small.   

  • Candidate Scarcity: A whopping 62% recruiters point to a massive lack of qualified, knowledge, and skilled candidates. For most of the companies world-wide, candidate scarcity remains the biggest of issue about which they are still clueless as to how to solve. It’s become a headache for the chief of human resources of companies around the world.
  • Low Recruitment Marketing Budgets: For industries like leisure, hospitality, tourism, non-profit, charity, and government- budgets are a constraint. With no fresh allocation of investments coming their way, they are left behind in the effective ATS (Applicant Tracking System) as well as E-recruitment CRM (Customer relationship Management) tools, systems, processes, and software. They are not able to market their vacancies to a huge audience out there searching for jobs on different job platforms and boards. With the variety of job boards available today, you have to invest in at least the best 5-6 job portals to be visible. It’s sometime difficult for small-budget companies and the incumbent chief human resources officer to do.
  • Improvement Comes with Measurement: Without measurement, you or your company isn’t going anywhere. Many chief of human resources are investing a huge deal in measurement of data. It’s simple- you have to understand for any positive change to be brought, you have to know the shortcomings and the blind spots. If you don’t know them, you can’t improve them. Measure as to which portals give you quality candidate and which doesn’t. Make an aligned list of sources which give you candidates in an emergency.
  • Social Media fails to Attract Candidates/ Professional Networking Sites are on a High: It’s surprising how social media fails drastically in giving you quality candidates or revealing about the kind of candidates you are hiring. This is a fact quite shocking because of all the hoopla surrounding social media recruiting in the recent time. Facebook, Instagram, twitter, snapchat are good channels to fire for, say, visual content manager or content analyst but for other extensive skill-based jobs like data science and technology engineer, they can’t help much. LinkedIn remains on top of professional networking sites for a chief human resources officer to hire great professionals.

Recruitment holds the utmost important for a chief human resources officer. And it must, undoubtedly. Keeping these points will help them reframe their recruitment strategy and policy for the future.

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