Recruit talented staff is always a question that companies attach particular importance to. Because they need it to function and produce. However, recruitment still faces many difficulties. So, what are the challenges in attracting and recruiting talented staff? Readers, join Ms. Uptalent to discover it through this article!

The content of the article includes:

4.1- Brand building
4.2- Develop skills tests adapted to each position
4.3- Streamline the recruitment process
4.4- Build a list of potential candidates
4.5- Pay attention to data analysis
4.6- Develop a strategy to attract talent

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1- What are talented human resources?

Talented personnel means managers, specialists or employees with good professional achievements and high performance. Additionally, these employees are also willing to take on challenging roles to help businesses continually grow and develop.

Not only do they have great achievements, but talented employees also have a good work attitude, have a sense of responsibility at work, and devote themselves to the common interests of the company. It’s a unique perspective of Asia. Compared to the Western perspective, this perspective is quite narrow. For this reason, recruiting talented staff for Asian companies is even more difficult.

2- Talent recruitment process

To effectively recruit talented staff, companies often follow a recruiting process that includes the following steps:

1- Determine recruitment needs

2- Prepare a job description

Once the specific knowledge, skills and experience requirements of the vacant position have been determined, the HR department will develop a detailed job description to assess the candidate’s suitability for the position.

3- Search for talented candidates

This is the most important step in the recruitment process. First, HR will consider the source of candidates within the company. They can then create additional job postings on social media and recruiting sites. Additionally, they can also participate in career fairs and connect with universities to reach a larger pool of talented candidates for companies.

4- Talent screening

From the applications received, HR will make a selection based on specific criteria, select candidates who meet the basic criteria and provide a list of candidates suitable for interview.

5- Maintenance

Once the list of interview candidates is selected, HR will proceed to the interview stage. Depending on the size and requirements of the position to be filled, HR will choose the most appropriate interview method.

6- Assessment and recruitment

At this stage, HR will review the candidate selection criteria and determine the list of successful candidates.

7- Introduce new staff

If the candidate accepts the job offer, he or she will officially become an employee of the company. HR is then responsible for handing over tasks and introducing candidates to the relevant departments and divisions.

3- Difficulties recruiting talented staff

The job market has no shortage of talented candidates. However, recruiting the right talent for a company is very difficult. A look back at the difficulties often encountered by companies when recruiting talented staff!

1- Small number of CVs, poor quality CVs

This is a typical difficulty for most businesses. When interviewing, they may receive very few resumes, so there aren’t many candidate options. This makes HR very frustrated.

Unlike the situation where there are few CVs, they receive a lot of CVs but most of them are not of good quality. Once again, HR finds itself in a difficult situation: they have to spend a lot of time processing applications but the results are too poor, always only unqualified candidates.

2- Inaccurate assessment of candidates’ abilities and skills

Developing a candidate assessment framework is part of the recruitment process. However, the difficulty is that HR often evaluates candidates poorly. The reason is that the interview questions and skills tests are not tailored to the position being recruited.

There is also another reason why HR only pays attention to candidates’ abilities and ignores the assessment of their personality and career goals. This is why it happens that candidates are excellent but are not suitable for the job.

3- High salary

Recruiting talented employees means that companies will have to pay them high salaries. Because these employees clearly understand their own value and also clearly know what they can do for the company. High salaries become a big difficulty for businesses as it directly affects their finances.

4- Talented staff often apply to many places

Talented candidates often meet the recruiting requirements of many different companies. As a result, they often pursue multiple job opportunities simultaneously. They clearly understand their own value and never focus on “investing” in a single company. This has forced employers to find ways to become more “attractive” to candidates.

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5- The recruitment demand is too high

As you browse the recruitment market, you will find that every day more than 2,000 companies post similar recruitment advertisements. The pressure faced by HR workers is how to make their company stand out from other companies and how to attract candidates to come to the company rather than the company looking to see the candidate through the eyes red.

6- Inability to access appropriate candidate sources

Although the number of candidates in the market is very large, many companies still fail to find candidates with the right skills. The problem here is that they don’t know where to find talent, so recruiting talented staff becomes a problem that takes a lot of time and effort and sometimes still can’t find a solution.

4- Measures to help companies attract and recruit talent

Faced with fierce competition in the recruitment market, companies inevitably have difficulty recruiting talented staff. However, you can consider the following measures to limit these difficulties for your business.

1- Brand building

Having a strong brand not only helps your business grow but also improves recruiting efficiency. With a strong enough brand, candidates will proactively research the company. You should create a separate recruitment section on the company website and then regularly update it with news and images to pique the interest of candidates.

2- Develop skills tests adapted to each position

This way, you can easily assess a candidate’s expertise, skills, experience, personality and determine if they are a good fit for the company’s culture and work environment. Thanks to this, the candidate selection and evaluation process will be faster, more accurate and more efficient.

3- Shorten the recruitment time

A complex and time-consuming recruitment process will put pressure on the HR team and candidates. Therefore, companies should apply modern technologies to recruitment activities such as ATS and recruitment software to maximize efficiency and reduce recruitment time.

When using new technologies in recruitment, many tasks will be automated like sourcing candidates, screening and reviewing applications, scheduling interviews, etc. Thanks to this, companies will be able to reach a large number of candidates, while being able to develop other aspects of their recruitment. talent recruitment activities.

4- Build a list of potential candidates

A prospect list is a collection of data about candidates interested in your company. You can create registration forms on websites, posts on social networks, etc. to collect information about candidates. This will help companies expand the source of potential candidates and improve recruitment efficiency and quality.

5- Interested in data analysis

Focusing on recruiting data analysis will help your business achieve great recruiting efficiency. Experts have shown that 71% of companies consider personnel assessment their top priority. Therefore, if you ignore data and do not master recruitment analytics, it means you have missed the opportunity to help your company increase its competitive position in the market.

6- Develop a strategy to attract talent

In addition to the measures above, you can also develop a multi-channel recruiting strategy to attract talent for your business. Although it can help you attract and “hunt” talented employees in a short time, for the strategy to be effective, you must ensure that your company’s recruitment information is present on all channels: websites, social networks, forums, flyers, etc. and must ensure that they reach the right target candidates.

In short, the difficulties of recruiting talented personnel are a reality that every company must face. However, as long as companies clearly understand the challenges and have effective solutions in place, they can still successfully attract and capture the best and most suitable talent. I hope this article will be useful to those of you who are struggling with this issue and help you improve recruiting efficiency.

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