Breaking through talent acquisition barriers: How to secure top talent

In a world where opportunities abound and the job market remains fiercely competitive, finding the right fit for a role is a formidable task. Among the numerous challenges talent managers face, securing top talent is undoubtedly one of the most pressing. According to MPG estimates, 75% of employers struggle to fill various job roles. 

The shortage of qualified candidates, coupled with evolving employer expectations, presents significant hurdles for talent acquisition teams. This challenge transcends industries, as organizations grapple with the complexities of recruiting in a competitive landscape. So, how can one navigate these obstacles and secure the right people for your team? 

Let's explore! 

Key talent acquisition challenges and how to tackle them 

To find effective solutions to these challenges, it's crucial to first understand the key issues prevailing within the industry or your organization. Identifying these problems allows for a focused approach to devising solutions. By examining the obstacles faced by talent acquisition teams, one can explore modern workplace strategies and innovative approaches to attract and retain top talent. 

1. Competition for top talent

The current labour market faces a significant skill shortage, creating fierce competition among top companies for the best talent. This competition is a major recruitment challenge today. Among small and medium-sized businesses (SMBs), 84% report that finding enough candidates is their top hiring challenge. This intense competition often leads to bidding wars for top candidates. Smaller companies or those with limited resources struggle to attract and retain key talent. Common reasons for losing candidates include lengthy hiring processes, poor communication, negative candidate experiences, or better compensation packages from competitors.

While larger enterprises also face competition for talent, smaller companies often bear the brunt due to their limited resources. To overcome these talent acquisition challenges, smaller companies should focus on offering growth opportunities and a shared vision instead of competing on salary and perks. Proactively communicate with candidates at every interview stage and keep communication channels open during the selection process. Implement a short and effective application process to impress candidates. Regularly analyse competitors and match their offerings as closely as possible.

2. Skilled talent shortage 

A study by Manpower Group reports that 4 in 5 employers globally struggle to find the skilled talent they need. Rapid technological advancements create a gap in job skills needed to handle challenges. Since 2014, the global talent shortage has more than doubled. This extends the time-to-hire and forces recruiters to settle for subpar candidates, resulting in poor business outcomes and higher attrition. The shortage causes prolonged vacancies and difficulties in finding suitable candidates for critical roles.

To address this challenge, prioritise internal recruitment before looking externally. Regularly upskill your team to fill the talent gap and provide growth opportunities. Post job openings on multiple job boards and share them on social media to maximise reach.

3. The technological impact 

According to a report, the global HR technology market will grow from $40.45 billion in 2024 to $81.84 billion in 2032, with a CAGR of 9.2%. Organisations must leverage technology like artificial intelligence (AI) and adopt tools that streamline the hiring and onboarding process. Integrating technology is crucial for efficient talent acquisition, but companies accustomed to manual processes may find using multiple tools challenging.

However, overreliance on technology can depersonalise recruitment, affecting the candidate experience. Be mindful of biases introduced by technology, such as algorithmic bias in AI-driven recruitment platforms, and take steps to mitigate them. Leaders in an AI-powered world need to build their emotional intelligence to navigate challenges and maximise the benefits of technology.

4. Recruitment cost 

Talent acquisition requires significant investment, from marketing your employer brand to outbound recruiting expenses. Many companies find it difficult to design a cost-effective recruitment funnel that still attracts top talent. Employers often estimate that hiring a new employee costs three to four times the position’s salary. Optimising recruitment strategies while maintaining quality remains a constant challenge.

To address this, develop internal talent pipelines through succession planning and talent development programs. Focus on employee retention. Use forecasting algorithms to predict future vacancies and skill needs. Allocate resources based on these predictions. Analyse your candidate sourcing channels to identify the most effective ones and eliminate the rest.

5. Recruiter bias

Humans have internal biases, which makes objective recruitment challenging. This recruiter bias can harm candidate experience, restrict access to a diverse talent pool, and damage your employer brand. Unintentional discriminatory practices can also lead to legal trouble.

Prevent this bias in talent acquisition by using advanced ATS features, such as AI-powered candidate matching. Ensure every candidate has an equitable and fair chance at getting the job for effective talent acquisition.

6. Talent retention

Another challenge confronting talent acquisition is talent retention. In March 2024, 3.3 million U.S. employees quit their jobs. Talent acquisition, talent management, and HR must collaborate to develop retention strategies that enhance employee engagement, career development, and a positive work environment.

Use exit interviews to your advantage. Organisations often use these interviews to streamline the exit process. However, when done right, exit interviews can provide valuable insights to improve future retention efforts.

You can also read: 

• The top employee benefits every company should offer
• Why Australian companies opt for skills-first hiring
• Australia's job market conditions worsen, indicating significant hiring slowdown: Survey

7. Weak employer reputation

Reports indicate that 96% of employees are likely to apply to organisations with a strong employer brand. Additionally, 87% say negative employee reviews could deter them from applying. A robust employer brand helps you stand out in a competitive job market. It not only attracts top talent but also enhances your passive candidate sourcing efforts. Maintaining a strong employer brand ensures your company remains top-of-mind, even among candidates not actively seeking new opportunities.

To overcome this challenge of talent acquisition, highlight what makes your company a great workplace. Provide training opportunities, career advancement prospects, and share images of content employees along with their testimonials on your career page and social media.

8. Shifts in workforce demographics

The workforce is increasingly diverse, as Boomers retire, Gen-Xers are moving into leadership, and Millennials and Gen-Zers are joining with distinct priorities. Gen-Z might surpass Boomers in the workforce by 2024, necessitating preparation for this shift. To address this, organisations must foster inclusive workplaces that value diversity. Talent acquisition and onboarding programs should be customised for each generational group, ensuring all new hires feel welcomed and supported from their first day.

Employers face intense competition for top talent, a skilled talent shortage, high recruitment costs, recruiter bias, talent retention issues, weak employer reputations, and shifts in workforce demographics. Overcoming these challenges requires strategic planning, effective communication, and leveraging technology.

If you have any queries, want to pitch your story, or share feedback on our content, please feel free to reach out at samriddhi.s@gopeoplematters.com. We look forward to hearing from you!