What are the top nine recruitment struggles? See here

Top nine recruitment struggles

1. Lack of qualified candidates. Finding candidates with the right skills, experience and qualifications for a job opening can be a major challenge for recruiters. This is especially true in industries where there is a shortage of skilled talent
2. Building a strong employer brand. Candidates want to work for attractive employers. So how do you make a strong employer branding campaign to extend reach and awareness among the candidates?
3. Competition from other employers. With a limited pool of qualified candidates, organisations often find themselves competing with other employers for the same talent. This can make it difficult to attract and retain top talent
4. Too many inactive candidates. Except for LinkedIn, what do you use to attract candidates who are not actively looking for a new job?
5. Recruitment processes can be too lengthy and time consuming, involving workforce planning, multiple rounds of interviews, assessments and background checks. This can slow down the hiring process and result in losing top candidates to other employers
6. Recruitment or retention. You have to make up your mind: 1) Is there any way that you can reorganise, level up your employees or motivate your employees to stay in your company?  2) Is it better for your company to recruit new employees, for example the digital natives?
7. In today's world, a company's reputation and employer branding can have a significant impact on its ability to attract and retain talent. Negative reviews or a bad reputation can deter potential candidates from applying for open 
8. Ensuring diversity and inclusion in the workplace is a top priority for many organisations. However, finding diverse candidates and creating an inclusive work environment can be a challenge for recruiters
9. Salary and compensation. Offering competitive salaries and compensation packages is important for attracting and retaining top talent. However, organisations may struggle to offer salaries and benefits that are competitive with those of other employers in the industry

How do you cope with this?

How to get a better human resource budget

Getting a bigger human resource budget can be challenging, but there are some steps you can take to increase your chances of success.

Here are a few strategies to consider:

1. Build a business case: In order to secure a larger budget, you need to demonstrate the value of investing in HR. Build a compelling business case that outlines the benefits of investing in HR, such as improved employee engagement, retention and productivity. Use data and metrics to support your arguments and show how HR initiatives can help the organisation achieve its strategic objectives
2. Align HR with business goals: Demonstrate how HR initiatives can support the organisation's overall business goals. By aligning HR with the organisation's objectives, you can show how HR investments can have a positive impact on the bottom line
3. Use benchmarking data to compare your organisation's HR budget to industry averages. This can help you make the case for a larger budget by showing how your organisation's HR budget compares to others in your industry
4. Leverage technology: Use technology to streamline HR processes and improve efficiency. By automating routine tasks, HR can free up time and resources to focus on more strategic initiatives
5. Work closely with finance to understand the organisation's financial goals and constraints. By partnering with finance, you can develop a budget that is aligned with the organisation's overall financial strategy
6. Communicate effectively: Communicate the value of HR initiatives to key stakeholders, including senior leadership and the board of directors. Use clear and concise language to explain how HR investments can help the organisation achieve its goals

How to manage your company's policies as a human resource department?

How to manage HR within the company's policies