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The biggest challenge of modern recruitment is people integration,i.e;integrating new hired to the team or organizational culture is a challenge of any recruiter or HR.
Hi Nuha. As I see from the point of view of someone who has recruited and who has managed recruiter teams, the biggest factor to be considered is the loss of focus. A recruiter is needed to hone himself / herself with an industry or vertical to outshine the delivery challenges. However, sometimes due to lack of focus from the organization and sometimes from the recruiters themselves, you get engrossed in achieving numbers so much that you forget to sharpen yourself. Overall this leads to making you a person who is focused on recruiting anyone from any industry to any industry; however this is not the right approach when you're wanting to deliver quality. So focus on a vertical and make yourself strong in that industry to deliver quick and qualified solutions to your clients. That would be my suggestion.
One of the main challenges faced as a recruiter is internal stakeholders. Expectation management among internal stakeholders before embarking on a search is extremely important.
Hiring managers have come to expect impossible skill combinations/requirements from candidates which even they are aware do not exist, are rare or expensive but they have pressure from the management or budgets which they transfer on to the recruitment function.
Ideal way to counter this is by presenting facts and data about availability of the skill, costs etc so you can push back effectively rather that just saying "oh this search is impossible"
In the absence of a clear system or the lack of people is to help them carry out their duties and to communicate with others
1. Keep HR ethically ....................................
Recruitment is a challenging role, each day i face a new challenge. Sometime in form of fill-in tough position and sometime in rejection of best candidate. So you never know what to do but yes I'll try to engage and forward most suitable candidates as per the specification. Recently, we cam across with dearth of talent t fill in the slots and have been advocating for bringing internal promotion culture reason being it gives motivation and career ladder for internal employees and second heads will be sure that such candidates will work for them better as they know them well. If we'll go for external candidates then heads want their specs to be followed strictly and we in HR cannot order such customize candidate. So the challenge is to find and get in the most related candidate in to job.
