Challenges Of Working In Recruitment And How To Recruit Safely
No matter what sector you work in, there are always challenges to the job that you do. Those that work in recruitment face two challenges to make sure they hire the best possible candidate for the job and consider the company’s needs. With the applicant pool getting more extensive but the company’s budget often getting smaller, the recruiter has several challenges to overcome.
Although each industry’s needs are different, they will face some common issues; this article will discuss those as well as how individuals can handle recruitment challenges and how to make the recruitment process safer.
What Are The Main Challenges In Recruitment?
Recruitment is often the most time-consuming and difficult part of working in HR; you have to source, screen and interview potential employees. Finding the right candidate for the job can be challenging and take time and effort.
Lack Of Qualified Candidates
Although the recruitment pool is getting larger, job requirements are often not met, with fewer candidates having the relevant skills or qualifications. This can lead to the recruiter hiring someone who may not be the right person for the job.
Most people are not tech-savvy which creates a skills gap, meaning most candidates lack the skills or education required for the jobs they are applying for. Some companies offer job training to new employees so that they can learn the skills for their new roles. Apprenticeship schemes are also available at multiple levels; they allow employers to hire people and then train them so they are skilled and have the relevant qualifications. The company pays the employee the appropriate apprenticeship wage.
Hiring For Diversity and Inclusion
There are many advantages to hiring individuals from diverse backgrounds and perspectives. One of the main advantages is that it creates a more inclusive environment within the company. Employers can also ensure that all voices are heard and that they can meet the needs of their customer base. There are many ways that companies can create an inclusive workforce.
These are some of the ways that employers can achieve this –
- Recruiting from a larger applicant pool
- Using targeted recruitment adverts
- Connecting with organisations that promote diversity and inclusion
- Looking for recruits at events and business meetups
Fact-Checking
Recruiters can’t rely on the CVs they screen to be accurate and factual; it’s not uncommon for candidates to lie or embellish them. A recent survey showed that 51% of adults have lied on their CVs, mainly for entry-level positions; this is an unfortunate result of a competitive job market.
One of the ways recruiters screen candidates is by using DBS checks, which are comprehensive background and criminal checks. DBS checks ensure that employers are aware of a person’s criminal history and if they are suitable to work with vulnerable adults and children.
Competitors Gaining The Best Candidates
Companies need help attracting suitable applicants and making themselves stand out from their competitors. The recruiter often feels the pressure as they need to work with their company to ensure that they have the right incentive package and benefits to make them attractive to candidates.
Time and Budget Pressures
It can be difficult for companies to find the time to recruit new and suitable candidates; it’s one of the reasons why the right people are not hired. Companies often give recruiters tight deadlines, so it’s tempting for them to choose someone who doesn’t have the skills or education for the position because of the time restraints involved. This can lead to several problems, such as how these decisions can impact company culture, affect the recruitment safety process, and lead to higher turnover rates.
Weak Employer Brand Identity
The pandemic made many employees look at the working world differently; they no longer wanted just to have a job to do. Individuals now prioritise company culture and work colleagues more than any other aspect of their job; 46% of job seekers say that this is the most important aspect of their job.
Companies must think of innovative ways to keep employees happy and create an attractive work environment for suitable candidates. Recruiters face the challenge of designing a brand image that will appeal to job seekers. This design process involves creating a strong, positive brand image by building the company’s reputation. They also have to make candidates excited about joining the team and have them share in the company’s ideology.
Attracting The Right Job Candidates
The job market has become quite competitive, and job seekers often look for particular qualities in the workplace. Recruiters need to understand what candidates are looking for and create a positive work environment and a strong brand identity that will attract the best people for the job. They also have to write a job opening which is clear and precise so that they can screen out as many unqualified applicants as possible. Directly connecting to qualified individuals through social media or job boards can take a lot of time and requires the recruiter to have excellent communication skills and research the job description properly.
What Is Safer Recruitment
When you employ people, it is important that the company carry out DBS checks so they can run through background checks. These checks are essential if the person you recruit will be working with vulnerable adults or children.
Safer recruitment processes should be in place so that employers can ensure that candidates can legally work with vulnerable adults and children. Part of this process is carrying out DBS checks which show an individual’s criminal record and whether they are restricted from working with vulnerable groups. If the candidate is working with children, employers should consider safeguarding, child welfare and child protection throughout each stage of recruitment. This process creates a safe environment for the vulnerable adults and children they will be looking after.
How To Recruit Safely
To carry out a safe recruitment process, you must do the following –
- Carry out all the necessary pre-employment checks, including DBS checks, identity checks, references and qualification checks.
- Let candidates know they will undergo a vetting process before becoming employed.
- Make the strict vetting process clear on the job advert.
- Inform candidates of your safeguarding policy for those in your care
- Ensure that you allow enough time to vet potential candidates thoroughly
- Once the employee starts work, ensure they’re given the appropriate training and understand what is acceptable behaviour in the workplace.
Do I Need An Enhanced DBS Check?
It is common practice to undergo an enhanced DBS check if you will be working with vulnerable adults or children. An enhanced DBS check will reveal any criminal convictions, warnings and reprimands you may have had in the past. It will not only be checked against the Police National Computer (PNC) but will also be matched against the adult and children’s barred list. Anyone working in education will also be checked against the 99 list; this is a list of people barred from working with children by the Department of Education.
There are only a select number of roles that require an enhanced DBS check these include –
- Healthcare workers
- Social workers
- Foster carers
- Childminders
- Anyone working in schools or children’s home
- Carers
The purpose of safer recruitment processes is to identify anyone at risk of abusing vulnerable adults or children. Contact us today if you need to carry out DBS checks before employing new candidates; we are adept at helping small businesses and larger charities obtain DBS checks at all levels.
If you would like any help or have any further questions, please get in touch with one of our expert advisors today.
