Your Talent Agency sources, recruits, and relocates international tech talent so your teams hit their milestones, your investors stay happy, and you blast your company into the f*cking stratosphere.

© 2022. All rights reserved.
recruitment industry

Navigating the 2024 Recruitment Industry Challenges: Tips to Help Your Recruiters Shine


Let us guess – the last time you saw your best recruiter, they looked super stressed, clutching their 10th cup of coffee, with their eyes glued to their laptop?

We thought so.

But, with all the transformation agendas, regulatory and legal regimes, commercial opportunities, and turnovers, that’s really no surprise. So, if you’re worried about your recruiter, we’ve compiled the top 5 issues the recruitment industry is facing into this article.

(There are also some tips here that you can use to help them!)


There’s a Raging Talent Shortage


The global talent shortage is expected to reach 85.2 million by 2030. That’s more than the entire population of Germany! In The Netherlands, the general vacancy rate is currently sitting at 49 open positions per 1,000 employees. 

Currently, the market is very competitive and candidate-driven, making this shortage a total nightmare for recruiters everywhere. For example, McKinsey Global reports that companies in Europe and North America will need 16 to 18 million more educated employees.

This just means that many companies will have their growth inhibited by the skill shortage and that finding employees with in-demand skills and experience should be every recruiter’s number one priority.

But how do we approach this? Here are a few steps these companies can take to make recruiters’ lives easier:

  • Improve the employee experience by offering meaningful tasks and making them feel valued,
  • Provide learning & development paths so existing employees can be retrained for more crucial roles – one idea here is to partner with educational institutions,
  • Get access to a wider pool of candidates by looking into outsourcing, 
  • Work hard on retention – focus on the well-being and satisfaction of your existing employees,
  • Look out for ‘boomerang hires’ (employees who leave and come back later) by keeping in touch via check-ins or informal ‘alumni’ events.


They Need Backup 


A high-quality hiring process that results in high-quality hires requires some collaboration – recruiters can’t do it all by themselves. Hiring managers, recruiters, and HR specialists all have different approaches, which is good for the candidate, as they get a much more comprehensive experience.

As your recruiters try to include more different team members into their process, it’s up to you to give them the space to do so. This is especially true if they notice that there’s a significant gap that’s lessening the experience for the recruit, e.g., a DE&I expert might be just the additional power you need to ensure you get the best employee for the job.

So, if your recruiters feel that there’s a lack of collaboration in the hiring process, here’s what to do to make them less overwhelmed and ensure that your employees feel good about your company from the first time they make contact.

  • Listen to your recruiters when they ask for something – they’re not asking just to ask,
  • Openly talk to them about different ways to improve their processes,
  • Give them the support they need.


The Candidates are Ghosting Them


Candidate drop-off is a significant and sadly very common problem recruiters run into. In practice, this means that a candidate will go through several stages of the recruitment (and sometimes even hiring) process, only to stop answering calls & emails after a while. 

This is such a big deal because, frankly, it costs you a lot of money – think about the time your recruiters put into nurturing their relationship with this person and all the other potential hires that didn’t get their chance because all the focus was on this one, seemingly better option.

So, how do we fix this?

  • Simplify the whole thing – complex hiring processes deter candidates,
  • Keep communication frequent & transparent so that they’ll feel more comfortable letting you know why they’re backing out,
  • Establish a good employer brand and be open about what it’s like working at your company so there won’t be any surprises for the recruit during the hiring process,
  • Solicit candidate feedback. Although they still might ignore you, any answer you get is your key to improving the whole process.


They’re Dealing with Budget Constraints


Finding the right candidate isn’t easy, and it’s not cheap either – you have to pay your marketing team to put in employer branding efforts, you have to put up your job ads online, and you have to be able to offer actually enticing benefits packages to retain that top talent. 

Budget constraints are one of the main issues that are slowing down your recruitment & HR teams. Although it may seem intuitive that a lower headcount will help relieve this, these constraints are actually just hindering your company’s capacities.

Ideally, you’ll invest in finding that perfect candidate whose skills will quickly get you your ROI.

Here are a few tips for reaching that ideal:

  • Check the impact of vacant positions on revenue and your customers’ satisfaction,
  • Streamline all internal processes you can, and improve productivity & efficiency,
  • Remember that additional staff is a strategic investment.


Hiring Takes Way Too Much Time


Any good recruiter will do their absolute best to fill a job position as quickly as they can because they understand that those empty spots aren’t cheap, and they delay operations. But that sometimes doesn’t come easy – and it causes a lot of frustration.

One of the main causes of this struggle is the labor shortage we talked about earlier, but that’s not the only factor. Other ones include the length of the internal screening & selection processes, levels of approval required, and the overall conditions in the industry and the economy. As part of a Morgan McKinley survey, 24% of employers reported the low speed of the hiring process resulted in them losing good potential candidates.

Another thing to remember is that the best and most qualified workers are rarely looking for work, which means that recruiters will have to try their best to pique their interest and get them to switch companies.

Here’s how you can help:

  • Get your recruiter to evaluate the process and remove any unnecessary parts of it,
  • Check if there are any bits of tech that can streamline recruitment (e.g., an ATS),
  • Make sure the hiring managers are on board with the process and fill in their feedback/scorecard the same day as they interview candidates,
  • Keep all communications frequent and clear,
  • Keep your job ads descriptive to the point.


How Can YTA Help Here?


Your Talent Agency can give you either Batman-style backup for a few tasks so that they handle calls & emails, and you only meet with the top-tier candidates. Or, you can get an extended hand and have our recruiters work alongside yours for a few days of the week. Another option is to get a full-time recruiter who will take care of all your hiring needs – it’s up to you & your business’ requirements.

So, once you’ve talked it over with your recruiters and decided on the best options, YTA will be right here to give you all the support you need – just drop us a line, and let’s get the ball rolling!