The 5 Most Common Recruitment Challenges in 2021 and How to Combat Them

recruitment challenges in 2021

Among the core responsibilities of HR professionals are sourcing the best possible candidates, onboarding them properly, and conducting training programs. HR professionals worldwide are facing huge recruitment challenges due to the restrictions caused by COVID-19. Therefore, a revamp of HR strategies is required across all companies that want to perform successful recruitment in 2021.

In this article, we will list the most crucial recruitment challenges faced by HR professionals today. Furthermore, we’ll also provide optimal solutions for every problem that’s hindering you from running a recruitment campaign successfully.

Let’s dive right in.

5 Most Common Recruitment Challenges in 2021 and How to Combat Them

Below are some of the recruitment challenges erupted along with COVID-19 in the world of business. We would also take this opportunity to identify the most appropriate solutions to help you keep going in 2021.

Let’s take a look.

1. Assessing Employees During Online Interviews

Interviews are the pivotal stage of any recruitment process. Employers assess the candidates’ body language, confidence, quick-wittedness, and on-spot problem-solving methods in a conventional Interview. Therefore, face-to-face interviews have the edge over online interviews because employers can do a quick analysis of the candidate’s overall personality, ambition, and drive.

However, since some of us are new to online interviews, not everyone is comfortable with this change. Monster’s data found that 41% of the HR professionals cited the difficulty in analyzing candidates during the interview. Online interviews require both the interviewer and the interviewee to have internet access, an electronic device, a formal setup, and a knack for technology.

The biggest drawback of online interviews is the delay caused by the tools. Tools could make you efficient if you get access to the right ones. Unfortunately, online interviews make it hard for the interviewee to feel themselves in a challenging environment. This makes it hard for employers to decipher the personality of the candidates.

We’ll give you some tips that will help you ace your online interview and hire the perfect candidates for your firm.

Tips for Interviews

  • Leverage Technology – Using the right tools will make your process efficient and fast. However, it’s also essential to learn the tools, test your internet connectivity, and choose a distraction-free environment to ensure the interview runs smoothly from a technological standpoint. Make sure the applicant is given the right information about the tools and enough time to familiarize themselves with the tools beforehand. Also mention how you will be using the tools and how many rounds of interviews will be conducted.
  • Prepare your questions – Distill a set of important questions that will help you analyze the candidate’s personality, goals, skillset, and qualifications. Try to keep the interview short to sustain your efficiency.
  • Introduce prospective employees to your company’s goals – As a part of successful hiring and recruiting strategy, put together a multimedia package that includes things like HR’s expectations, employee profiles of relevant team members, videos from potential colleagues, and more.

Doing this will not only make your interview a success but will also reduce your hiring time.

2. Onboarding and Training Employees Remotely

As we all know, many companies have implemented strict work-from-home policies to control the spread of COVID. As a result, HR professionals are facing the unique challenge of onboarding and training newly hired candidates. It isn’t easy to ensure that everyone’s keeping up with the training and track their progress.

To overcome this challenge, we have to use technology once again and integrate the right tools and methods to onboard and train new and old employees.

Integrating cloud with hyperconnected programs – It’s easier to unite your training and onboarding material in one place and enroll the candidates who wish to learn about the company’s processes. Furthermore, taking various HR initiatives and benefits will make the learning phase easier and time-saving for both employers and employees.

Tips for Onboarding Employees

  • Make a training resource pool – Where virtualization has closed some doors for us, it has also introduced new accessibilities for us. In the conventional training model, the expert and skilled employees would train new employees and help them learn the business intricacies through their experiences. This is still possible. The only thing is, you’ll have to replace the physical with the virtual and record everything you do. That way, you can create a whole knowledge pool for the upcoming recruiting programs as well. Not only will it save your time, but it will also improve the process’s efficiency.
  • Give a virtual tour – If you don’t have an office setup, give your new hires a virtual tour and introduce them to their potential colleagues. Make them feel welcomed and get all their queries and concerns resolved this way.

Considering all this, we could say that the digital shift we face nowadays is a blessing in disguise. The reason is, it’s a great chance to shift to upgraded HR processes and techniques.

3. Losing Rapport and Engagement with Qualified Candidates

Many HR professionals find it challenging to engage with qualified candidates and follow up on them. On the contrary, candidates wish the recruiters to contact them regularly. Therefore, employers and recruiters need to go the extra mile to connect with their potential employees and make them feel valued.

rapport with qualified candidates

Recruiters don’t just target active job seekers. They also target passive candidates with hard-to-find skills and convince them to choose their firm as their next employment avenue. The best way to get noticed by potential and current employees is to focus on the human touch, gamification of recruitment processes, and make work an exciting place for employees. Doing all this will help you boost employee engagement, whether they are your current employees or the potential employees you seek after.

4. Failing to Create the Right Employer Brand

A strong employer brand helps you attract the best talent and build a brand reputation and credibility. Creating an employer brand is the most necessary aspect of recruitment marketing. Employers can display their company culture, brand values, employee value proposition (EVP), and more by crafting the right employer brand.

However, it is not something you can build in a day. It is the name of continuous effort toward building a powerful brand reputation over the internet.

Create business accounts on social media – You can start with creating a social media presence for your brand and promote powerful messages that resonate with your brand. Having an impressive social media presence is a candidate magnet.

Tips for Employer Branding

  • Promote a positive message – Get your current employees to share their messages on your website and social media channels and share your office videos to show your office culture.
  • Focus on your website’s career page – Job seekers visit your career page to apply for the job. Ensure the job description, EVP, career growth opportunities, and compensation package are all up on your career page for each job opportunity.

Remember, it is the candidates that get to choose you, not the other way around. Therefore, your efforts should orient around pleasing your potential employees and providing them the best experience.

5. Ensuring a Good Candidate Experience

Good candidate experience and the desired employer brand go hand in hand. Creating a good candidate journey is a vital part of every company’s HR function.

Why is it so important, you ask?

Employees are the backbone and backend support of any brand. The potential candidates applying for the job and being a part of your recruitment funnel will be your future employees. Therefore, it’s necessary to start treating candidates with care and diligence from their early interactions with you.

Furthermore, this is when the candidates will decide if they want to pursue your offer or not. If they face a terrible experience during the initial phase, they are less likely to accept your offer regardless of the job benefits or compensation packages. Candidates look for employers who care about their well-being and treat them with respect. Only then can they be able to trust the employers and contribute to the company’s success.

The best way to ensure a good candidate experience is not ghosting them after their interview with you. Instead, stay connected with them throughout the hiring process even if they don’t turn out to be a perfect fit for your company. Often, companies don’t feel the need to inform the candidates that they were rejected for a particular job role. This not only discourages candidates but also keeps them unaware of their weaknesses and shortcomings. On the contrary, if you state why the candidate didn’t turn out to be a suitable choice, they can work on their weak points and improve them before showing up for their next interview.

We all should aim to build each other up starting with preparing people well for their interviews and job application processes.

Some Additional Tips to Overcome your Recruitment Challenges

We have mentioned some of the most common recruitment challenges and listed solutions to overcome them. We have some additional tips to help you create flawless recruitment strategies.

  • Build a Vast Talent Pool– Expand your talent pool by engaging and reconnecting with the past candidates who already know your brand and are qualified for the job. Additionally, use social media to source new candidates and add them to your talent network. Once skilled and capable candidates become a part of your talent pool, it’ll be easier for you to show them the right message and persuade them to choose your company when looking for a job.
  • Train Hiring Teams – Experienced hiring managers and experts may also need suggestions for modern recruiting methods. Therefore, it’s necessary to train interviewers to prepare their questions, combat biases, and build a strong connection with candidates while taking interviews to judge them better. The problem could be solved by arranging a mock interview and understanding the interview’s desired dynamics.
  • Diversify Recruiting Strategies – Job portals and posting websites are safe and the most obvious route to take when advertising a vacant position. However, it’s not the only avenue. It is essential to diversify your recruitment strategies. You can do this by posting on different social media groups and channels (especially LinkedIn and Facebook), showcasing your culture to attract top talent, and using the right tools to source candidates worldwide.

Due to virtualization, the recruiting world has transitioned. Many tools have come forward that can help in successful recruiting. Virtual job fairs and recruiting events are among the things that have replaced conventional recruiting techniques. Now you can host virtual events from anywhere and connect with prospective candidates and market opportunities.

Final Thoughts

The pandemic has undoubtedly put physical distance between us. However, it has also opened up new opportunities for us to be creative and efficient. Understanding marketing recruitment functions while sourcing, hiring, and training employees is the answer to the recruitment challenges we face due to closed offices, canceled job fairs, and virtual interviews.

For now, HR experts and managers can utilize technology to solve their recruiting problems and challenges. Virtualizing your recruitment processes may cause a disconnect during the hiring process. But, you can easily overcome that by onboarding and teaching them remotely with efficient and effective training. Another vital part of a recruitment process is to attract the right people and stay connected to them to expand your talent network. You can do that by creating the right employer brand and engaging with qualified candidates.

Finally, engage with the candidates that seem like they have a lot of potential. Regardless of whether they fully qualify for the job you are recruiting for. If you can give honest, sincere feedback about important skills to acquire or necessary experience. This will allow you to pave the way to a positive relationship with them. Who knows – they may end up in your company one day and get inspired by your conduct so much that they become an active part of your brand’s success.

There you go! With all the recruitment challenges out of the way, you are all set to hire, onboard, and train great industry leaders during this pandemic – and beyond.



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Proactive Search Partners is a Digital Marketing & Recruiting Agency headquartered in Virginia Beach. We help our clients attract talented professionals and new customers or patients they require to grow and maintain stability.

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