Fresh from our IHR Recruitment Leaders Conference in London last week. We have another interesting series of insights to share, reflecting on the challenges UK leaders face.
Last week we polled 124 Recruitment leaders about common challenges they face.
In the below infographic we see that 53%, of their time is spent ‘managing stakeholder’s expectations’, with ‘Guiding Change’ shortly behind at 43%. With the delegates looking at interactive technology to improve talent acquisition.
In the battle for talent, organisations are looking to explore any innovation that may provide an edge. Advances in approach, data availability and technology are making it easier to manage workloads and acquire top talent. This improves the experience of stakeholders, enhances productivity and drives competitive advantage.
One area where technology could be critical for talent team success is in the gathering and management of data. Without the right tools, teams’ risk being overwhelmed by an avalanche of information. New innovations are helping cut through the ‘noise’ to find important insights and hire the best candidates.
The talent data that supports these insights, whilst extremely important, also creates an administrative burden. New technology, using automation and data processing, will allow recruiters to claim hours back. This time can be reinvested looking for the best candidates to increase effectiveness in hiring.
What are your current Recruitment Challenges?
We also asked our recruitment leaders audience ‘What are your Recruiting Challenges’ and saw 51% of them say a ‘Lack of Qualified Candidates’, followed by ‘Lack of Diverse Candidates’ at 45%.
We are thankfully seeing that data analytics are empowering greater access to Diversity.
Diversity and Inclusivity (D&I) is a major driver of effectiveness and profitability as well as being a force for social cohesion. Therefore for the last three years at least 50% of talent leaders have identified D&I as their number one priority.
Today’s candidates are more socially aware. The best candidates are increasingly seeking employment with organisations that share and support their values.
Building and implementing an effective D&I strategy is not straightforward:
- Appropriate benchmarking data to support the setting of strategic objectives is hard to find.
- Effective reporting on performance is challenging. Most organisations struggle with limited visibility on D&I at an individual job role and location level.
- A disconnect exists between strategic goals and operational activity. This makes it a struggle to identify problem areas and to define success.
In 2022, the growing adoption of new analytics technologies will provide the insight HR and Talent leaders need. This data will enable them to better understand, articulate and resolve diversity challenges.
At IHR, we are increasingly seeing Recruitment Leaders gaining the rewards and recognition for guiding their TA teams through the current ‘turbulent times’ and that although there is much to do, this year has so far been a very productive one.
Conclusion
At IHR we have a community of 20,000 In-house recruiters who help us at IHR to establish their challenges and trends and we continually meet and ask questions to find out what they need.
We hope you can join us for this year’s awards to celebrate the industry’s successes on the 30th November in London, more details just click here.
If your involved in supplying the recruitment industry, and you think you have research that will be of interest to our community, please get in touch.
