Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 5

Breaking Through the Recruitment Barrier: Key Challenges and Proven Strategies for Hiring Managers Aditya Sharma Author: e-mail: aditya.hicounselor6@gmail.com Abstract- In today's competitive job market, having the right strategy is crucial for hiring and on boarding top talent. A recent survey conducted with 200 participants revealed that there are several important pillars of the hiring process, including compelling outreach messaging, the use of scheduling tools, training and up skilling opportunities, employee growth, employer branding, and clear communication. By focusing on these pillars, recruiters can achieve better and more efficient results during the recruitment process. This paper aims to address the challenges faced by job seekers, and leverages the insights of corporate professionals, recruiters, and hiring managers across diverse industries to identify six strategies that can simplify the hiring process for recruiters. Keywords: hiring, recruitment, job search, talent, human resource, on boarding, talent sourcing, jobs, recruiter, hiring manager. I. B ody he recruitment market has been significantly impacted by the COVID-19 pandemic in the last two years. The pandemic has led to an increase in unemployment rates and a decrease in job opportunities, which has resulted in a highly competitive job market for both job seekers and employers. In addition, remote work has become more prevalent, making it easier for companies to hire candidates from anywhere in the world. There are different category of candidates in the market that recruiters have to target: 1. Active and Passive Candidates: Active candidates are actively looking for job opportunities and are typically more responsive to recruitment efforts. On the other hand, passive candidates are not actively looking for new job opportunities but may be open to considering new roles if the right opportunity presents itself. Passive candidates may require more effort and a different approach to recruitment, such as building relationships over time. 2. Gen Z Candidates: Gen Z candidates are individuals born between 1997 and 2012 and are just starting to enter the workforce. They have grown up with technology and have different expectations and preferences for the workplace compared to previous generations. For example, Gen Z candidates may prioritize flexibility, work-life balance, and opportunities for career growth. 3. Older Candidates: Older candidates are individuals who are approaching retirement age or have already retired but are still interested in working. They may bring valuable experience and expertise to the workplace but may also have different expectations and preferences, such as a desire for part-time or flexible work arrangements. It's important for recruiters to understand the different categories of candidates and tailor their recruitment strategies accordingly. For example, strategies for attracting Gen Z candidates may differ from strategies for attracting older candidates, and strategies for engaging with passive candidates may differ from strategies for engaging with active candidates. Some of the usual challenges faced by recruiters: 1. Attracting and retaining top talent: With the highly competitive job market, recruiters are struggling to attract and retain the best talent for their companies. 2. Managing large volumes of applications: Recruiters are often inundated with large volumes of applications, which can be time-consuming and challenging to manage effectively. 3. Ensuring diversity and inclusion: Diversity and inclusion have become increasingly important in the workplace, and recruiters need to ensure that their hiring processes are inclusive and bias-free. 4. Adapting to new technologies: The recruitment industry is constantly evolving, and recruiters need to stay up-to-date with new technologies and tools to remain competitive. Here are some of key strategies used by recruiters: 1. Employer branding: Building a strong employer brand can help attract and retain top talent by highlighting the company's unique values, culture, and benefits. 2. Candidate relationship management: Establishing and maintaining relationships with potential candidates can help recruiters build a talent pool and fill positions quickly when they become available. 3. Data-driven recruitment: Using data to inform recruitment strategies can help recruiters identify T 47 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals