A recruiter knows best: why and when you need experts to weigh in

Recruitment is undoubtedly a time-consuming and tedious process that HR leaders have to fulfill to fill job vacancies in their organization. More than just approaching and convincing quality talent to join their company, HR leaders also use recruitment as a way to boost brand awareness among professionals, which is why they often spend hours making sure that their recruitment practices are done right.

Not to mention that recruitment incurs hefty costs as well. HR leaders have to take into account various factors―such as job boards fees, candidate assessment costs, employer branding efforts, and career page costs―when setting their recruitment budget. A survey by the Society of Human Resource Management found that the average cost per hire is over $4,000.

It’s safe to say that recruitment is more than meets the eye. In this blog, we’ll discuss the other challenges that HR leaders face in recruitment and why they need experts to come in to help.

Problems posed in recruitment

HR leaders and recruiters face a myriad of challenges when looking for talent. For one, there’s a lack of communication among hiring teams. The lack of tools such as an applicant tracking system, for instance, can contribute to this challenge as recruiters would then have to focus on administrative tasks not meant for their role. Without an ATS, hiring teams would have to spend much of their time collecting and syncing data, relaying information, and getting feedback―all of which can delay the hiring process and affect the candidate experience.

In some cases, companies also lack recruitment metrics. Monitoring metrics―such as what messages attract candidates, how long it takes to convince them to apply for a role, and where the best candidates are sourced from―can significantly help companies optimize their recruitment practices. Data analytics can greatly help in this step―with data, HR leaders and recruiters can determine what messages are effective and garner responses and when emails are being opened.

Last, but not least, HR leaders and recruiters often have a difficult time attracting the right candidates because they aren’t clear about the job requirements and preview of the role. This can lead to serious problems in the onboarding stage when they discover how unfit a candidate truly is for the position they were offered. If the wrong people are accepted in the positions, there’s surely something wrong in the company’s recruitment process. 

Letting experts step in

These recruitment challenges cannot just be resolved in one go, considering the HR leaders and recruiters already have so much on their plate. Thus, it pays to invest in recruitment experts. Third-party recruiters can help companies reduce costs, scale-up on recruitment activity, fix time-to-hire delays, and find the right candidates.

Q2 HR Solutions, for instance, offers a strategic recruitment package called Recruitment by Design to help companies find the right people to fill their vacancies. Q2 provides clients with input on workforce planning, services on resume and candidate screening and processing, scheduled interviews, and more.

The HR consulting firm aids companies throughout the entire hiring process―from the workforce planning stage to the onboarding stage―to help HR leaders and recruiters focus on more pressing matters expected from them. With already a reliable recruitment partner, companies are sure to find the best talent who can greatly contribute to their work.

As companies become more and more competitive, investing in recruitment practices is crucial in business. Once companies enhance their internal processes, they’ll soon find the right talent knocking at their doors and asking for opportunities to work with them.