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Why recruiters have trouble recruiting!
“I am gonna make him an offer, he can’t refuse.”
- Marlon Brando, the Godfather… and recruiters.

Picture it, you are looking for someone to fill a position at your organization, amidst the grueling job hunt everyone seems to be taking a part of, easy peasy lemon-squeezy, right??
Wrong.

Here are the 6 main reasons the hiring process could go south.

Ditching the 9-to-5 plan
"When we are living digitally, working flexibly, and being rewarded uniquely, we will unlock growth in the Human Age."
-Kate Bravery, Partner, Global Practices Leader, Mercer Career.
Nowadays, with millennials attempting to take their place in the world of business, globalization, and emerging technology, the idea of clocking in and out of work is becoming less and less desirable, quality is replacing quantity, and the stigma against job flexibility is disappearing.
Many employees are in constant need of work-life balance, from college students, people juggling more than one job, or attempting to pursue a certain activity, working parents of children under the age of 18; a survey by flexjobs on 1100 parents showed that work-life balance importance ranked 81%, higher than salary which followed with a 75%.
“The survey results aren’t about money versus work flexibility. I believe that working parents have a financial baseline that is acceptable for their family and that once that level of security is reached work flexibility can become more important than salary. When you are at that baseline and you feel financially secure then you have choices.” said Sara Sutton Fell, Ceo of Flexjobs
Another survey conducted by Workplacetrends.com in 2015 on workplace flexibility showed a miscommunication between HR professionals and employees, 67% of the employers think employees have work-life balance, whilst 45% of employees disagree
In a poll given by bayt.com, it was found that 85.9 % of professionals in the Middle East and North Africa region preferred working for a company with flexible working hours.
Allowing flexible hours and remote work to be done, promotes trust, diminishes office place distractions, lessens money spent on gas and lunch, and commuting time which could leave the employee too exhausted to do their job.

Large numbers of applicants who don’t even read the requirements
That isn’t the recruiter’s fault, but I feel it is still worth mentioning. Especially in countries where unemployment is high and people are actively searching for any job.
When there are jobs posts on employment sites, social media, or even offline methods (such as newspapers and magazines), many people tend to send in their resumes; even if the job is for biochemists and the person applying is a mechanical engineer.
Those extra resumes not only hinder the filtering process, but they waste a lot of time for the recruiters and the company, time that could be used on qualified applicants.
It also leads to a long interview process, so recruiters can make sure they have weeded out the unfit, unfortunately, that tends to also drive away the ones they wish to attract.

Youth vs. age
Due to rapid changes in technology and the market, we have witnessed the gap between millennials/gen-z kids (Youth), and gen-xers (born 1960s to early 1980s) widening.
This has led for both sides to feel discriminated against, as well as stereotyped.
Both have something to offer, millennials and Gen-Z kids are full of innovation, passion, and knowledge of the latest trends and technologies, on the other hand, Gen-xers offer experience, capability, and leadership
Of course, there are many young talents who play ‘by the rules’, have experience, and leadership skills, I have also seen older workers who don’t have much experience, and who are creative eager learners.
That doesn’t mean to hand out management positions to inexperienced youth, no matter how qualified they seem, and it doesn’t mean it goes to someone who has climbed the wrong ladder of success.
Weigh pros against cons, decide on the credentials and qualifications you need, build criteria that fosters respect and understanding from both sides, they need and could highly learn from one another.

Miscommunication between recruiters and hiring managers
The relationship between recruiters and hiring managers hardly sees eye to eye, even though they share one very common interest; finding the perfect candidate for the vacant position.
An ICIS study has shown that though 80% of recruiters think they have a high/very high understanding for the jobs which they are recruiting, that 61% of hiring managers stated the recruiters have a low/moderate understanding.
Hiring managers have vast knowledge on the needs and goals of the organization, while recruiters have better understanding of the talent market.
There should be communication between recruiters and HMs, before, during and after the recruiting process, in which they set expectations, communicate their concerns and interests, and put a feasible realistic plan to follow. This will not only give the recruiter a clear plan of who the candidate is, but also how to appeal to them.
“I can confidently say nobody is a true expert; we always have room to learn. There is always a manager who is new to hiring or a recruiter supporting a role that’s never come across their desk. Mutual support is vital, and this extends to setting the right expectations. “
- Tallin Tufankjian Semerjian

That old comparison.
I won’t compare recruitment to marketing or sales…
I won’t compare them…
I won’t!
That comparison is outdated, overused and controversial, and I refuse to fall into that pit-hole.
Let’s break down some of the things that recruiters do.
They research the market and the industry, analyzing their data thoroughly.
They bring in candidates. Through ads, social media platforms, emails… etc.
They shed light on the benefits of working for their company, instead of competition, and why an employee should choose them; what is in it for the applicant.
They close the deal.
See, it’s nothing like… Wait!
When people think of recruiting as a shallow, one-way process, business suffers. Recruiting involves researching, strategies, competing, tugging, and a great deal of convincing.
Recruiters who approach their job as just an application, interview and a contract signed, are more likely to hit dead-ends and hire less than qualified employees.

Being open and friendly
I have witnessed this first hand, and it is closely related to the point above. I went to an interview, enthusiastic to start a new challenge, only to be met with a disappointment.
The interviewer spoke in a monotone, didn’t allow room for a two-way conversation, stayed serious throughout, and didn’t make an effort to advertise for the job.
I left that interview with the decision that I will not come back for a second one.
Being open and friendly doesn’t equate to unprofessionalism. On the contrary, it is unprofessional for a recruiter to turn away potential candidates with their attitude.
Even if a recruiter isn’t interested in that candidate for that specific job, keeping an open line with every one you meet is important.
A recruiter is always looking for potential and has variety under their belt.
You may not need that applicant today, but there is a great chance you will need them tomorrow.

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