My biggest recruiting challenges are:

• The biggest challenge is finding the needle in the haystack. Are we really equipped enough to find out whether the candidates can do the job, will they do the job, and how do they fit into the organization?
• Another challenge is convincing the hiring managers that a candidate is well qualified for the job. There are going to be people coming up on a year's out of work, and there are fresh people getting let go or looking for a new position.
• Handling the fluctuations of operational needs and keeping the quality of the candidates high.
• In today’s workplace where human resources are lean and time is money, employers can’t afford to pay recruiters to screen out unqualified applicants when the process can be automated and candidate screening reduced to just a few minutes. We are running short of good qualified recruiters now a days.
• Lack of widespread implementation of a formal hiring and recruiting strategy on the front end and weak process-control metrics on the back-end.
• Fake work experience proofs, exaggerated qualifications and false references are some common examples of unscrupulous means used by some candidates.
• Variations in social, political, and economic state of affairs.
• Different locations/offices have their own means of doing things and are defiant to change.
• The perceived value of the HR function varies across locations/offices globally.
• Going global" and "globalization" have emerged as buzz words, and growth-smart companies are quickly realizing a global economy is no longer just a theory. Cultural and language differences are the biggest barriers for international recruitment strategies.

I have addressed this by:

Showing empathy to one’s situation along with being responsive are the two ways I plan to ensure we overcome the recruiting challenges. The best way to evaluate candidates is to identify the required traits, competencies, skill-sets and personality-related competencies, if any. These can be used as guidelines during the interview process to evaluate potential candidates. You have to make yourself the employer of choice, which requires you to have close alliances with the top universities across the globe. Developing a deeper understanding of the local market as to what constitutes top talent is probably the most critical caution. Mobilizing the right talent is critical to creating a long-term competitive advantage for any organization so resource deployment is done in phases that is clearly communicated and measured, here’s where we are, here’s where we’re going, and here’s where we’ll be at the end of phase one, which will take this amount of time.

How about you? Lets brainstorm. Kindly visit

Rajnish Sinha
Linkedin URL:

Views: 1392


You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs


All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below


RecruitingBlogs on Twitter

© 2023   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service