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 49 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals platforms offer a valuable opportunity for employers to reach a wider pool of potential candidates. • Shah and Jain (2021) highlight the increasing importance of diversity and inclusion in recruitment, as organizations strive to create more diverse and inclusive workforces that reflect the changing demographics of the global workforce. III. R esearch D esign and M ethodology To gain a better understanding of the recruitment process, we conducted two surveys. The first survey consisted of 10 questions (see Appendix) and was completed by 200 participants who are primarily involved in recruiting and interviewing candidates. The objective of this survey was to identify the top three challenges faced in the recruitment process. The survey questions were designed to cover various steps in the recruitment process, including candidate sourcing, outreach, candidate review, scheduling interviews, sharing results, and offering compensation. To identify effective strategies for recruitment, we conducted a second survey with questions related to personal branding, employer branding, inclusive hiring practices, and data-driven recruitment. Participants were asked to draw on their professional knowledge and experience to respond to the survey." IV. P articipants A survey comprising 10 questions was sent to 200 participants. The participants are recruiters, hiring managers, and corporate professionals actively involved in recruiting, interviewing, and helping job seekers land their dream jobs. They are based in companies in the United States. V. A nalysis, D iscussion and F indings We asked 200 participants involved in the recruiting and interviewing of candidates about the primary obstacle they face when it comes to attracting high-quality candidates. From the responses, it can be concluded that a significant percentage of recruiters face the challenge of limited outreach channels and networks. This indicates that there is a need to explore and expand outreach channels and networks to attract high-quality candidates. The second biggest obstacle reported was competition with other employers, followed by limited candidate pool and limited budget for recruitment. Therefore, employers should focus on differentiating themselves from their competitors and expanding their candidate pool to attract high-quality candidates. We asked respondents to identify the biggest challenge they face when creating outreach messages to potential candidates. The most common response was ensuring messages are compelling and engaging at 37%, followed by identifying the best channels for outreach at 27%, personalizing messages to each candidate at 24%, and ensuring messages are reaching the right candidates at 12%. We asked participants about the most challenging aspect of evaluating candidates' skills and experience. The options provided were assessing fit with company culture, managing a high volume of resumes, evaluating candidate qualifications and experience, and conducting effective reference checks. Based on the responses, 35% found assessing fit with company culture to be the most challenging aspect, followed by 30% who found evaluating candidate qualifications and experience to be the most difficult. Evaluating candidates' skills and experience can be a daunting task, but assessing fit with company culture and evaluating qualifications and experience were the two most challenging aspects for the participants. This suggests that companies should focus on developing effective strategies for evaluating these factors in the recruitment process. We asked participants what their primary challenge is when scheduling interviews with candidates. Out of the four options, 37% of participants chose "Finding mutually convenient time slots", 22% chose "Managing scheduling conflicts", 28% chose "Communicating interview details effectively to candidates", and 13% chose "Ensuring interviewers are available at the scheduled time". Based on the responses, it appears that finding mutually convenient time slots is the biggest challenge for scheduling interviews. We asked participants what the most challenging aspect of communicating interview results to hiring managers is. Out of the four options, 27% of participants chose "Providing a balanced evaluation of candidates", 33% chose "Communicating feedback effectively", 18% chose "Managing hiring managers' expectations", and 22% chose "Ensuring accuracy of the interview results". Based on the responses, it appears that the biggest challenge is communicating feedback effectively to hiring managers. We asked participants what the most difficult aspect of making an offer to a candidate is. Out of the four options, 23% of participants chose "Negotiating compensation and benefits", 28% chose "Ensuring that the candidate accepts the offer", 36% chose "Creating an attractive offer package", and 13% chose "Managing expectations of the hiring manager and candidate". Based on the responses, it appears that creating an attractive offer package is the biggest challenge. Employers may want to focus on creating comprehensive and appealing offer packages that include not only salary and benefits but also opportunities for growth and development, work-life