Difficulties in the recruitment process for the recruiter (case of Europe in 2021)

Following a study of his staffing needs, the employer plans and launches his recruitment project. Among the applications received, it schedules the interview for validated profiles. In Europe, in 2021, he visibly faces obstacles in the hiring process. To cope, you have to implement techniques adapted to your situation. Faced with the challenge of recruiters, a few tools will allow you to better manage the job interview to identify the best talents.

The problems the recruiter endures in the hiring process

On the one hand, the advertised job offer motivated very few applicants. Indeed, your communication strategy lacks effectiveness. The target audience was not well informed about the interests of landing this vacant position. As a result, your company’s needs may not match the demands of current work. The current education system does not provide young people with training adapted to the technology applied in your company. In addition, young people refuse to apply in branches of activity deemed difficult (manual work, personal services, etc.). On the other hand, many candidates reacted to your offer. But from the selection phase, you struggle to identify profiles that meet the expectations of your company. You risk concluding an employment contract with the wrong candidate. He does not have the skills required for the job offered. He will be in this position for a while. Then he’ll change direction shortly after. This voluntary departure of workers is one of the factors causing a staff crisis in Europe. Employers are hurting. For information, 6% of German workers gave up their profession during the Covid-19 pandemic. The rate is estimated at 4.7% in the UK. In 2021, the French labor market sees 300,000 positions to be filled.

How to overcome your difficulties related to recruitment?

Before running your ads, be careful. Your communication style will prioritize the brand image of your company: its missions, its human resources policies, etc. Likewise, you will inform your target as much as possible about the vacant position (s): the duties to be accomplished, the expected assets, etc. Exchanges through social networks are effective. Young people looking for work will come to you. To be more successful in your hiring communication, write down the suggestions of your former candidates. Recruitment marketing experts also offer their service. To fill more specialized positions, you will offer training. For example, you will recruit young people who have mastered the basic management of computer networks. They require additional instruction to perform certain more specific tasks specific to this context. This development of know-how will stimulate their professional ambition. With this in mind, the French government launched in 2021 a “skills development plan” to promote employees and support unemployed young people. To keep workers in their jobs, you will optimize your motivation tools. You will create a clearly readable performance chart. You will congratulate the workers who prove an exceptional effort. You will approach the new employees to explore their wishes. To help them overcome the obstacles related to their profession, your advice is needed. To affirm the quality of the workforce, your selection criteria must be reasonable. Behind well-presented CVs (Curriculum Vitae) and well-written cover letters, consider other dimensions depending on the position offered. For example, thoroughly test the oral / written language proficiency of candidates for the post of secretary.

The tactics to adopt to conduct the job interview better

Science and technology evolve. New jobs appear at the same time. Consequently, in Europe, recruiters are challenged. To stand out, choose a favorable meeting place for the interview. Prepare a well-ventilated and lighted environment, a well-secured relaxation area. The candidate will feel at ease during his speech. Before you begin, you need to break the stress of the candidate. Bring up a general topic for a moment to invite it to open up. During your exchanges, show dedication to avoid blocking or embarrassing your interlocutor. With confidence, he will reveal his skills. To make yourself understood better, formulate clear and precise sentences.

They should prompt your partner to express their own point of view, to develop their analytical skills. At the end of the interview, through open-ended questions, you will assess their analytical skills. An interview is not the time to intimidate the candidate. However, at this stage you will help him express his talents and past experiences. He will make the best of himself to acquire the new position. Thereafter, it will fully contribute to the growth of your business.