12 Top Talent Acquisition Problems & Solutions to Know

Talent acquisition is highly detail-oriented, especially for enterprises that are getting thousands of applications for each hiring campaign. Resolving these tasks head-on to avoid talent acquisition problems could lead to overlooked talent and wasted recruitment time. So, we’ve compiled a cheat sheet to help your company enhance its recruitment workflow.

In this post, we share 12 of the most prevalent talent acquisition problems affecting hiring managers and how to avoid them to attract the best candidates.

Let’s dive in.

Talent Acquisition Problems – #1: Burdensome Workflows

An entire recruiting campaign often includes scheduling interviews, follow-ups, resume vetting, and candidate assessments – just to name a few. Repeating these tasks for hundreds and thousands of applicants can overwhelm even the most diligent hiring teams.

Solution:

AI automation’s scalability and reliability can replace and expedite manual TA tasks. These intuitive tools minimize human error while ensuring quality content for every campaign, role, and application.

For instance, Ongig’s Text Analyzer creates compelling JDs in response to your job title prompt. Text Analyzer automatically generates quality JDs with key sections that meet the latest DEIB standards while responding to job seeker trends.

That way, your hiring team just has to review outputs and make any edits. Then they can focus on improving hiring strategies, such as conducting skills-based interviews.

Talent Acquisition Problems – #2: Overlooking Hybrid Workforce Needs

The hybrid workforce seems set to stay for the long term. One industry research shares that over half of remote-capable US employees expect and prefer hybrid work. It is crucial for your recruiting team to secure the attention of talent within this category of hires. You can maximize talent acquisition outcomes in this area by presenting JD benefits like:

Flexible work days: For example, you could give employees the freedom to schedule in-office and remote work days. Your JD should also state the required number of days for each category.

Mentorship programs: A mentoring program can foster a deep sense of belonging among employees and promote a positive work environment despite the distance.

Onboarding matters: Consider specifying the onboarding process, such as breaking down the percentage of time spent on remote and on-premise training. The initial training arrangement can give candidates an excellent first glimpse of your company’s hybrid work culture.

Solution:

Ongig’s Text Analyzer platform automates JD content in plain language based on a specific role. As such, you can consistently engage remote and hybrid workers with JD sections that correspond with candidate interests.

Talent Acquisition Problems – #3: The Shortage of Skilled Candidates

Recent workforce trends indicate that talent shortages remain an issue for many companies. When left unresolved, these skill gaps could significantly stifle organizational growth.

According to Morgan McKinley, a lack of available skilled candidates is the top hiring challenge employers expect to face in 2024. A report by the ManPower Group similarly reported that 75% of employers had difficulty filling roles.

Solution:

Your TA teams can mitigate talent shortage issues by seeking the best candidates with skills-based hiring. This could mean supplementing recruitment policies with thorough background checks and conducting candidate assessments to find talent with the right skills.

Hiring managers could locate the right people by discussing training and talent upskilling packages with HR. These strategic collaborations can improve the appeal of JDs and prepare existing hires for shifting job market demands.

Talent Acquisition Problems – #4: Inefficient Technological Adoption

Modern technology, particularly generative AI and machine learning can expedite talent acquisition efforts. However, the real challenge lies in selecting the most suitable tools in a digital age that rapidly releases new products and features.

Organizational teams may lack the expertise to shortlist the most effective systems. Selecting ineffective solutions may lead to undiscovered talent and missed hiring opportunities.

Solution:

Hiring teams should conduct comprehensive reviews before deciding on an AI recruiting solution. There are several ways to achieve this, such as checking for relevant use case studies and client testimonials.

Your company should ensure an AI solution provider regularly updates compliance practices to safeguard your candidate data. Also, it is advantageous to leverage a highly integrated system, so your TA teams can begin without disrupting or delaying your current hiring process.

LinkedIn’s Future of Recruiting 2024 report also shared the soft skills expected from recruiters using AI: communication (77%), relationship building (72%), and adaptability (63%). Securing leadership buy-in on soft skill training in these areas could contribute to more efficient tech adoption in recruitment.

Talent Acquisition Problems – #5: Poor Talent Connections

“Abandoned carts” can occur in talent acquisition when candidates disengage during the application process. Such disconnections with potential hires can drastically reduce your recruitment ROI and result in poor candidate reviews. As such, it is important to recognize the earliest signs of a candidate’s “ghosting” behavior for swift intervention.

Solution:

Identifying the underlying reason for a candidate’s disengagement can help you fine-tune the entire workflow of your recruitment funnel. Hiring managers and HR departments should regularly review every talent acquisition stage to identify the problem. The issues may stem from a lengthy interview process, biased JDs, and disorganized career pages.

A centralized talent acquisition tool optimizes candidate engagement at every touchpoint, improving employer branding and professionalism. For instance, Ongig’s JD management system integrates with your ATS via an advanced API for smooth content delivery.

Talent Acquisition Problems – #:6 Suboptimal Employer Branding

Your organization’s industry reputation is integral to drawing suitable candidates, which reduces recruitment challenges. Essentially, top companies create a strong employer brand that gains candidate trust. In fact, 75% of job seekers would consider a company’s brand before applying for a position.

As such, hiring teams lacking in employer branding could lose out on talent acquisition since candidates may opt for a more reputable competitor during a close-tie comparison.

Solution:

You can optimize impactful employer branding by providing authentic and unique value propositions. These give hires a reason to choose your organization over the next closest competitor – going beyond wages and employee benefits.

For instance, you could position EEO statements, employer-of-choice badges, and video testimonials that showcase your positive work culture on your job listings. These can boost application rates by inviting candidates to become a part of your one-of-a-kind organizational journey.

Talent Acquisition Problems – #7: DEIB Challenges

Diversifying your talent pool by including DEI statements and incentives in your job postings is a strategic way to boost TA outcomes. A study revealed that companies generating over $10 billion in revenue recognize diversity as a driver of innovation. A diverse workforce has many proven benefits, such as improved innovation, better collaboration, and increased employee morale.

Solution:

Your JDS should present ERG opportunities and anecdotes shared by employees from underrepresented groups to broaden your talent pool. You can also explicitly describe how hires can directly contribute to existing DEIB efforts. Ongig’s Text Analyzer can help further your DEIB initiatives by detecting biased words and suggesting compelling alternatives to diversify your talent outreach.

Talent Acquisition Problems – #8: Intergenerational Workforce

Navigating the needs of an intergenerational workforce has always been one of the most complex talent acquisition problems since it requires an understanding of varying perspectives.

In the modern context, this involves catering to the work styles and career priorities among Gen Z, millennials, Gen X, and boomers. Doing so requires hiring teams to constantly revisit JDs and revise so that they appeal to qualified talent.

Solution:

Your JDs are living documents that require constant updates in response to changing workforce demands. Aside from identifying the demands of specific generations (e.g., millennials prioritizing company culture over salary), your team might consider implementing collaborative initiatives.

For instance, your JD could feature reverse mentoring and mentoring opportunities. These promote an interdependent work culture where every talent can add value to the career journey of team members. Ongig’s Text Analyzer empowers you to edit and publish your job postings at scale through the power of AI, catering to every generation.

Talent Acquisition Problems – #9: Competitive Payment and Benefits

A challenging job market leads to competitive wages and salary ranges, where employers who offer the best rates can increase their chances of securing top talent. In these scenarios, companies face the challenge of maintaining fair but competitive salaries to attract the best hires.

Solution:

Your hiring team can maintain competitive wages by assessing multiple payment data points with a trusted salary guide. These guides also offer insights for positioning employee benefits. For example, the Robert Half Salary Guide for 2024 revealed health insurance and retirement savings plans as top employee demands.

Equity is a related topic that springs up in payment discussions. Recruiters should review pay equity audits to determine gaps, especially related to gender, race, and other protected characteristics, by comparing the salaries of employees from different groups. When publishing your JDs, it is important to always include a salary range section for trust and transparency.

Talent Acquisition Problems – #10: Restrictive Applicant Pools

For specific industries like STEM and IT, skill gaps could be largely due to a lack of talent diversity. In such cases, hiring teams should lift unnecessary entry barriers to increase application rates from quality candidates.

Solution:

You should keep JDs and career sites accessible and user-friendly while showcasing DEIB initiatives. These would encourage job applications, including interest from passive job seekers. It is also important to evaluate the specific skills needed for a role, distinguishing the good-to-have from mandatory requirements.

For instance, technical roles with hands-on duties may not require a degree. Recruiters may also consider partnering with diversity and inclusion organizations like the National Association for the Advancement of Colored People (NAACP) for broadened talent outreach.

Talent Acquisition Problems – #11: Navigating Employee Well-Being

Employees are an organization’s most valuable asset. Hiring teams should ensure that every hire receives the support, resources, and incentives to avoid burnout and fatigue. Doing so would ultimately reduce workforce attrition while maximizing the quality of hires.

Solution:

Holistic employee wellness (i.e., work-life balance) is no longer a non-essential but a cornerstone in the fast-paced workforce.The State of Work-Life Wellness 2024 Report: Gympass revealed that 93% of workers consider their well-being as critical as their salary.

Including flexible working hours, mental health support, and employee wellness programs in your JD and career sites could promote a more positive work environment and boost application rates. Thus solving one of the most common talent acquisition problems.

Talent Acquisition Problems – #12: Lackluster Candidate Experience

The most stylish job listings and JDs will matter little if your TA initiatives overlook the candidate experience. Positive candidate experiences go beyond establishing the initial connection with your target hire. These include comprehensive skill assessments, limiting the number of interview rounds, and keeping job application processes simple and intuitive.

Solution:

You can enhance the candidate experience by collecting feedback from various sources, such as career site analytics and social media reviews. Gathering these insights offers a comprehensive view of improving the candidate’s journey to create more winning experiences.

Avoiding Talent Acquisition Problems: Building a Talent Pipeline for Future Growth

One of the best ways to prepare for future hiring needs and avoid talent acquisition problems is by building a strong talent pipeline. So, instead of scrambling to fill open positions when they arise, having a pool of potential candidates ready can save time and effort. This proactive approach allows your talent acquisition teams to identify and nurture the right candidates long before a position becomes vacant.

Why a Talent Pipeline is Key

One of the biggest challenges companies face is finding the right fit for roles, especially during labor shortages or when there’s high demand for top candidates. Therefore, by continuously sourcing and engaging with talented candidates, even those who may be passive candidates, you create a network of people who are interested in your company. This also ensures you can tap into a diverse talent pool when needed.

Engaging with Potential Candidates

To build an effective talent pipeline, it’s important to keep potential employees engaged. Using social media platforms and job boards can help you connect with the best talent. Another strategy is to use email templates or personalized messages to keep communication going. So, even if someone isn’t ready to accept a job offer today, they might be the best person for a future role.

Streamlining the Process with Technology

Technology can make building a talent pipeline easier. Therefore, tools like an applicant tracking system (ATS) and artificial intelligence can help streamline the recruiting process by identifying candidates who meet your job requirements. These tools also reduce manual work and help gather valuable insights from recruitment data to optimize your talent acquisition process. This way, you can focus on building relationships with the right talent.

Long-Term Benefits

Building a talent pipeline offers more than just cost savings and a shorter time-to-hire. It also leads to better employee retention because you’re able to select the right person for the job from a pool of well-vetted candidates. So, instead of rushing to fill vacant positions, you can take the time to make the final decision with confidence, knowing that you’ve already identified quality talent that fits your company’s culture and goals.

Why I Wrote This?

Ongig revolutionizes talent acquisition by resolving talent acquisition problems through the power of AI. Our Text Analyzer platform simplifies JD generation, eliminating dull and biased content so you can win over the most qualified candidates. Request a demo with Ongig today to elevate your recruitment process at scale!

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September 25, 2024 by Laurenzo Overee in HR Content