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Currently, the hiring market is candidate-driven, which means there are many jobs but fewer qualified candidates to fill them. You may have difficulty attracting the right talent or even entry-level professionals if your recruitment process is not on point. This article explores 5 challenges and provides solutions.

You’re competing with top companies

No matter how great your company culture, or how appealing your benefits package is, you’re competing with other companies for the same talent. You need to be competitive in every aspect of hiring: from offers to onboarding processes to company culture.

  • Offer a competitive salary. If you pay less than the market rate for a particular role, even if it’s by just a few thousand dollars per year, candidates will move on—even if they love working at your company otherwise!
  • Be transparent about your salary range upfront so that candidates know what they can expect before applying. Also consider offering more than one option based on experience level (e.g., junior vs senior).
  • Offer flexible work

 Your hiring process is too long

One of the most common challenges organisations face when it comes to recruiting is having an overly lengthy hiring process.

This can be frustrating for both parties: For example, candidates may be waiting weeks or months for a decision, while employers are spending countless hours interviewing candidates and writing offer letters that never materialize.

In order to fix this problem, you need to understand why your hiring process is so long in the first place.

You’re not attracting diverse or qualified talent

The first step is to attract qualified candidates who will fit in with your company culture, contribute to its success, and stay for the long haul. This can be a challenge if you’re not sure where to look or which channels are best suited for attracting the kind of people who will make your team more productive, innovative, and successful. Traditional recruitment marketing campaigns often fail at this point because they tend to focus on creating awareness among existing audiences (job seekers), rather than targeting prospective employees directly through strategies that appeal specifically to their interests as job seekers (i.e., communicating what makes your company great).

You’re spending too much time on administrative tasks

Awarding contracts and managing them well is difficult enough, but many companies struggle with finding qualified candidates in a timely manner. In fact, according to Forbes, it takes an average of 60 days for employers to hire new employees—and this number increases as more people begin working remotely or outside traditional office hours (for example, if they work nights).

When you’re involved in multiple searches at once, keeping track of everyone can be overwhelming—especially if each search requires its own set of documents and approvals from different departments within your organization. 

Your compensation package doesn’t match the skills you need

When it comes to the compensation package, you should think big picture. The total package includes your base salary and benefits, but it also takes into account perks such as discounts at partner companies or access to a gym membership, equity options like stock grants or restricted stock units (RSUs), and even opportunities for flexible work hours.