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7 Digital Recruitment Challenges (And How To Overcome Them)

In Hiring Software & Tools — by Noel Diem

Every day, it seems like the number of digital recruitment challenges climbs even higher. Human resources leaders, recruitment managers, and small and mid-size business owners are struggling to find good, reliable candidates. 

Digital recruiting has opened up a new world of talent, but it has also made everything about digital recruitment harder. The problems you once faced have been heightened, and a whole new world of the issues has emerged. It’s stressful, disheartening, and frankly adds hours and hours to your day.

So how can you overcome digital recruiting challenges? To quote the popular meme, modern problems require modern solutions.

If you want to completely overhaul your talent development process, including attracting some of today’s top talent, be sure to schedule a demo of the Trakstar platform today. Our platform includes Trakstar Hire, one of the best-rated applicant tracking systems, hiring software, and digital recruiting tools.

7 Remote & Digital Recruitment Challenges (and Solutions!)

So what are some of the challenges digital recruiters and remote hirers face now? There are plenty of them, but the same challenges seem to impact everyone, from HR leaders in healthcare and construction to professional services and education. Let’s see how we’d tackle some of these problems:

Your Applicants Are Ghosting You

One of the biggest problems with digital recruitment is that applicants are more likely to ghost you. This is especially true if they haven’t spoken to you on the phone, had a video interview, or met with you in person. There’s something about our culture currently that makes candidate ghosting more acceptable.

What is the solution? There are a few different ways to approach candidate ghosting, but you should first understand that you will never truly eliminate all candidate ghosting. There will always be a few promising candidates that stop replying because they found a new job, decided to stay where they are, or for some other reason. Still, to limit the number of ghosts you have, you can:

  • Align hiring teams to streamline the hiring process
  • Improve your speed-to-hire
  • Be more realistic in the type of talent you can attract
  • Change the way you communicate with potential hires

To learn more about candidate ghosting and what you can do about it, you can read our blog.

You’re Overwhelmed By Bad Applicants

Do you find yourself overwhelmed by bad applicants that don’t fit your needs? If you are getting spam applicants or people who don’t meet your requirements, it might be time to look at a few different things, including:

  • Your job descriptions
  • Where you post
  • Your parsing options

We’ll touch on the first two options in a bit, but for now we’ll focus on parsing options. Do you manually look through each and every application you get? If you do, you may be wasting your time. Using applicant tracking software can help to save time by parsing candidate information so you see only what you need to see and refine your results. You can search resumes by keywords, location, job titles, and more to pinpoint the right candidates for your opening.

Your Job Descriptions Don’t Stand Out

Are you writing job descriptions to help your openings stand out from others? If you are posting a job opening with a title similar to many other openings, consider changing your heading so that it gets (the right kind of) attention. Use different words and eliminate “stop” words that might discourage someone from applying or hinder search engine results.

You may also want to look at your longer job descriptions as well. Try to stick to the basics and see what people want to know when they apply and what can wait until the interview. You don’t need to put an entire company timeline (most people will skip that), but outlining your benefits could help.

Not every job description will be a winner, but experimenting can help eliminate some of the remote hiring problems many HR leaders face.

You’re Wasting Too Much Time

What’s your speed-to-hire? You might be wasting too much time in the hiring process, waiting too long to get back to candidates, and just missing out on someone who could be special. Improving your speed-to-fill or speed-to-hire isn’t something you can do overnight. It is going to take some deliberate planning and action on your behalf.

However, it is one of the single most important things you can do to improve remote hiring and digital recruitment. Trakstar Insights can help you make the small but important changes that will make all the difference.

You Can’t Measure Success (Or Failure)

What are your hiring goals? You need to be able to set goals and measure your success against them. Something as simple as “finding the right hire for this role” is an excellent place to start, but you want to go further. Set SMART goals where you can measure success as more than just a pass or fail.

Of course, you also want to know your hiring metrics so that you can monitor when your success is starting to backslide.

You Aren’t Looking in the Right Places

Where are you posting your job openings? Too often, people will stick to the tried and true job boards of a few years ago, and they aren’t posting to the places people are looking today. Be sure to identify where your top talent comes from, post your job openings on social media, and keep your career site/website updated.

Trakstar Hire makes it easier to try new job boards and see which ones will work for you.

You Have Too Many Qualified Candidates

Let’s talk about the opposite problem: you have too many qualified candidates and don’t know how to choose. This is a real thing for positions that are broader and a little more generic, particularly those that are flexible, offer great benefits, or are fully remote. You have so many resumes and great cover letters that you can’t pick a few to interview.

There are a few things you could do here:

  • Create a talent pool so that when you have another opening, you can reach out to those qualified candidates (this works best for companies that do a lot of hiring).
  • Send out surveys or questionnaires to help get a better understanding of a few candidates.
  • Check references! If someone seems too good to be true, they likely are.
  • Recruit a hiring team to break interviews into smaller pieces so that one person doesn’t have to interview everyone who seems great.

This might seem like a dream problem to many people, but it’s often overwhelming and disheartening – we’re left thinking about “the one that got away” if the hire doesn’t work out.

Get A Demo of Trakstar Hire Today

It doesn’t just stop at digital recruiting. Does your ATS help you prepare for the onboarding process? Does it set your talent up for success at your company? With Trakstar Hire, you can gather information about skills, talents, experience, and more to enroll your new hires in the best possible training courses so they make the most impact from day one.

Digital recruiting is difficult, but we help simplify the process by streamlining your tasks, identifying the best performing job boards and descriptions, and providing you with meaningful insights you can use to take action. For more information about applicant tracking, digital recruiting, and more, you can contact Trakstar today for a personalized demo to see what this would all look like for you.

Trakstar Hire is considered the most user friendly hiring software on the market. If you’re ready to take your recruiting and hiring to the next level, request a Trakstar Hire demo today.