How to overcome recruitment challenges

Are you struggling to attract candidates? Whether there are too few or those with not quite the right experience, finding the right person can cause headaches.

 

While hiring a recruitment agency may lead to success, it can be costly. Rather than look to the experts, we troubleshoot common challenges and explore best practices. 

 

Create a unique and compelling offer

 

The advert says a lot about your mission and how you work. Make sure that it’s punchy. Our top tip here is to avoid copying and pasting from previous job descriptions and let people know what the compensation looks like. By being creative and honest, you’ll paint an accurate picture.

 

 

Write an extraordinary job advert

 

The job advert conveys not only the basics about the role title, geography and pay, but also what the extras are. To push the opportunity, focus on the unique selling points (USPs). For hiring teams, CharityJobs suggests asking yourself: “Is there something that your charity is particularly proud of? Is this role new, unusual, or part of a dedicated team?” Put your best foot forward by showcasing the USPs.

 

 

Use multiple platforms to advertise

 

To get the word out, use multiple outlets to share the opportunity. Advertise on LinkedIn, Charity Jobs, the Third Sector and The Guardian Newspaper jobs for high traffic.  For trustee recruitment, we’ve summarised the best platforms.

 

 

Pluck stars from other industries

 

Low numbers within an applicant pool means that there may only be a few individuals who apply. While there’s no panacea to increase numbers, there are ways to bridge the gap. Do a skills analysis and identify other sectors to recruit from. In 2022,many people are taking part in the Great Resignation, so the time is ripe to pluck stars from other industries.

 

 

Be speedy

 

Long-winded interview processes discourage even the brightest candidates. Harris Hill, a recruitment specialist, says speed is good. To be blunt, they say: “speed helps those charities to snap up the best talent, quite simply because they are moving quicker than their competitors.”

 

 

Choose appropriate filters

 

Clearly, too many candidates applying means a pat on the back. Recruitment is successful, and there’s lots of interest. To narrow the field down, use the digital platform’s filter for experience or education. You can also consider sending some qualifying questions to eliminate those who are not truly interested.

 

 

Be active and engaged throughout

 

Finding candidates with relevant experience is challenging in a job seeker’s market. Be active in your search. Identify candidates that you are interested in and approach them. LinkedIn and personal networks are a great start.

 

Remember, staff on LinkedIn are 14 times more likely to share content from their employers than any other type. Once the search as started, keep track of potential candidates for future roles.

 

 

Target those looking to change careers

 

Many people are feeling disenfranchised by large corporations right now. For charities, it’s an opportunity to shine. PeopleScout says to target those looking for a change. Look for skilled candidates over those with the ”right” experience. Skills might include problem-solving, teamwork, communication, and leadership. Ultimately it doesn’t matter what sector they came from, as long as they can demonstrate their abilities.

 

 

Be fair and inclusive

 

Diversity, Equality and Inclusion (DEI) are top issues for board members reviewing recruitment. To make the , use blind recruitment techniques. This type of recruitment eliminates unconscious bias by redacting names and personal details from applicants. From there, hiring managers select based on experience over socioeconomic background. Our top tip here is to also include a diverse hiring panel.

 

 

Get digital recruitment right

 

Nailing digital recruitment means getting the interviewing and onboarding right. Virtual live interviews are best using Microsoft Teams, Zoom, or GoToMeeting since they are low-cost. To enhance the process, add in a digital scheduler – platforms like MyInterview and VidCruiter let candidates choose their own times. To get onboarding right, ensure that new joiners have all their passwords, email, and chat functions set up before they arrive.

 

 

Use collaboration tools

 

To help speed up the process, collaboration tools help. They can track where a candidate is in the interviewing and document team observations. Glassdoor recommends checking out Evernote, Slack, and GSuite to organise information.

 

 

Use employee referrals

 

Those you’ve already got on board might know other good candidates. Opening a formal staff referral program is a low-cost way to recruit. Indeed says: “By incentivizing referrals with bonuses and contests, you can drum up excitement and further motivate your workforce to bring the best talent they know into your organisation.”