The top ten most common problems employers have whilst trying to recruit

The top ten most common problems employers have whilst trying to recruit

Many employers across the UK are anticipating recruitment could become more challenging in the future, and businesses based in Lancashire are no different. Organisations need to fully consider the potential issues to maximise the success of the recruitment process.

Here is a list of the top ten most common problems employers in Lancashire could face while trying to recruit.

problems with recruitment

 

(1) Underestimating recruitment costs – the recruitment process can be expensive, especially if you employ specialist recruiters. Recruitment agencies usually charge 20 – 30 per cent of the final salary, and there could be associated advertising costs to consider too. As a result, companies may be forced to reduce headcount expectations to hire the best they can afford.

(2) Competing with bigger companies – many well-known and established companies offer higher salaries and a range of benefits which are attractive to potential recruits. However, Lancashire has a strong base of small and medium-sized enterprises (SMEs), so many of the Lancashire businesses could miss out on key talent who are attracted by larger organisations.

(3) Increasing skills shortages – many companies are concerned about skills gaps in the future, as well as further uncertainty of the future EU labour market following Brexit. This is because a skills gap will hinder business growth, competitiveness and productivity.

(4) Lack of talent management experience – some business managers may have little expertise in talent management. Managers can often hire people because they’re convenient and cost effective, or based on a ‘gut feeling’. However, this can cause problems in the long run and prove costly to your business.

(5) Length of recruitment process – many businesses underestimate the time taken to complete the recruitment process. The average hiring time is usually 10 – 12 weeks (from job opening to accepted offer), during which time a role may be unfilled or split across an employee’s existing role, severely affecting productivity.

(6) Geographical reach – a number of SMEs across Lancashire may fail to attract the best talent due to their base location. This could restrict the talent pool available, especially when looking for niche skillsets.

(7) Finding qualified applicants – Businesses need to ensure that the job applicants are qualified for the job they’re applying for and match the list of essential requirements, especially for specialist skills. Companies may receive a huge response to job adverts, but this can present a huge challenge in itself due to the time and effort required to sift through the applications.

(8) Cultural fit – defining company culture and finding people who fit within your team can be difficult. Potential employees need to work well within your organisation to minimise the effect to productivity or employee morale.

(9) Limited in-house resources – human resource departments can be limited with overstretched resources, resulting in delays in the recruitment process. As a result, some businesses may miss out on good candidates as they could find employment elsewhere.

(10) Lack of a recruitment strategy – some SMEs may operate on a reactive rather than pro-active basis, and fail to effectively forecast future workforce requirements. This can hinder the ability of organisations to quickly fulfil increased workforce levels to meet demand.

The Access to Employment programme is designed to help Lancashire-based businesses acquire the skills needed to maximise the potential of their business. The team has in-depth knowledge of the skills many Lancashire businesses need, plus access to a range of candidates keen to fill the job opportunities on offer.

Contact us to find out more about how Access to Employment can provide innovative ways to recruit new team members for your business.