September 4, 2020

Solutions to 5 Common Recruiting Challenges

Recruiter Challenges

In any company, HR’s decisions play a significant role in establishing the foundation of the organization. From attracting top talent, managing employee records, and creating foolproof HR policies to enabling organizational learning and nurturing company culture, HR’s responsibilities are critical to organizational structure and success. But recruiters and HR pros also face many hurdles as they strive to grow the best assets of their companies: people. In this article, we discuss solutions to some common recruiting challenges.

Challenge No. 1: Recruiting the Right Candidates for Senior Roles

Problem: While recruiting for senior roles, companies search for people who are good at what they do, but companies may also find it difficult to assess how well these candidates lead a team or engage employees in a vision. A candidate’s leadership skills, or the lack thereof, often come to the fore only after the employee has been hired and needs to manage a team on the job. In extreme cases, a senior hire’s lack of leadership skills can lead to disharmony and attrition.

Solution: During the interview process, find out if your senior leadership candidates are proven leaders, irrespective of whether their roles are those of people managers or not. Assessing senior leadership candidates specifically on their leadership skills should be one of your key interview objectives. Here are some sample questions you could ask:

  1. Who are your favorite business leaders and why?
  2. How do you define success?
  3. How do you approach decisions in uncertain situations and/or situations where you do not have enough information?
  4. When was the last time you resolved a conflict at work, and how did you do it?

You need people who can lead from the heart because people management skills are mandatory for senior roles, even if a senior leader doesn’t have direct reports at present. Hire passionate people who have goals and motivations beyond self-interest, and you’ll earn the loyalty of the teams that function with them.

Challenge No. 2: Sourcing Great Talent, Especially in the Company’s Early Stages

Problem: In the early stages of a company’s life, very few people know about the brand, and management can often be hesitant to invest in an ATS or recruitment software, making it difficult to hire the right talent. Unfortunately, 23 percent of startups fail because they don’t hire the right people at the right time.


  1. There is no one-size-fits-all approach to recruiting. Invest in the right tools, like Freshteam, to help you reach the right candidates, manage them, and give them an impressive candidate experience.
  2. Learn the right channels to source candidates for your company. Referrals work like magic in the early stages! There are no better advocates than your own employees. Create a transparent process in your ATS and reward referrals.
  3. Invest in promising candidates. You may not always find the perfect candidate, but you can always hire passionate and smart people who are quick to learn and grow.

Challenge No. 3: Onboarding New Hires Remotely

Problem: Onboarding processes are not defined in some companies. The process often begins and ends with giving new hires a laptop and taking them to lunch. However, this approach is neither effective nor scalable, and in a remote working environment, it absolutely does not work.

Solution: In the absence of a formal process, there is a high possibility that new hires never make close connections beyond the people with whom they are compelled to interact on a daily basis. Create opportunities for your new employees to get to know their teammates. Define a clear onboarding process with measurable objectives for new hires, and ensure those objectives are achieved. Have a structured plan for how new hires will learn about the products and processes of the company. Communicate a new hire’s responsibilities clearly without ambiguities. Make company policies accessible so new hires can consult them whenever they’re in doubt. Check in with new hires periodically to get feedback and give them all the help they need.

Challenge No. 4: Maintaining Your Work Culture as the Company Grows

Problem: One of the biggest challenges in recruiting new hires is ensuring each new employee conforms to your company’s established work culture. Your culture affects both how your employees engage and perform in the workplace and how your customers perceive your brand.

Solution: If you don’t intentionally build your work culture, it is going to form on its own. When it does, it will mostly be chaos. Culture is more than just posters hanging over water coolers and stickers on laptops. It is the set of values that each employee in the company agrees to never compromise. Communicate your company’s values time and again, before, during, and after the hiring process. Go the extra mile and evaluate candidates on their value fit with your company during the interview. Reward employees who uphold your values. You can also make value fit a part of your yearly performance evaluation criteria.

Challenge No. 5: Performing Routine but Time-Consuming Tasks

Problem: HR personnel spend almost 60 percent of their time doing redundant tasks like following up with candidates, coordinating interviews, doing paperwork, etc. This time could be used much more efficiently.

Solution: Invest in the tools and software to create efficient processes early on. Some companies dodge software-buying decisions until technology becomes an absolute necessity. This is the wrong approach. The right tool can automate recurring tasks like screening and follow-ups, and it can help streamline end-to-end recruitment activities. This saves a lot of time for recruiters, which could be spent on more important things like crafting strategy, aligning employees with the organizational vision, employer branding, etc. People need time to adapt to processes and tools, so the earlier you invest in software, the better. That said, it is never too late to free yourself of the mundane tasks and enrich your job as a recruiter.

Freshteam by Freshworks is smart HR software that offers all the tools and features necessary to hire great talent for your company by making your hiring process robust, more effective, and hassle-free. It helps recruiters source, screen, interview, and hire the best candidates with ease, and it has helped transform how numerous businesses recruit. You can check it out for free here.

This article by Freshteam is adapted from the original article that first appeared on the Freshteam blog. regularly features reviews, articles, and press releases from leading businesses. This featured article may include paid promotion or affiliate links. Please make every effort to perform due diligence when selecting products and services for your business or investment needs and compare information from a variety of sources. Use this article for general and informational purposes only.

Freshteam, a part of the Freshworks product portfolio, is a smart HR software that helps with handling recruiting, onboarding, time off, and employee information, all in one place. It is intuitive, easy to use, and affordable: a perfect fit for growing businesses. Freshteam helps attract top talent from multiple channels, as well as interview, track, hire, and onboard them with ease through its numerous features that are designed to aid HR managers at every step of the recruitment process.