Top Challenges Faced by Independent Recruiters

Challenges Faced by Independent Recruiters and the Most Promising Solutions

 

Enterprises generally take care of their talent acquisition process by employing and utilizing recruiters, HR teams, or recruitment agencies who solely function to manage the organization’s talent acquisition process. With evolving hiring needs such as seasonal and urgent vacancies and considering the cost factor, there is an increasing trend of utilizing independent gig recruiters. Further, due to landmark events such as ‘the Great Resignation,’ freelance recruiters have a promising business scope.

Unlike the recruiters of an organization, freelance recruiters are not full-time employees, instead they work on a project basis or get paid on successful placement closures. In short, an independent recruiter is a recruitment business professional who gets paid for every candidate hired through them. Here the placement fee could be a fixed amount or, most commonly, a component of the candidates’ annual compensation.

Though the recruitment business model seems enticing, it is as challenging as it is rewarding. Let’s discuss some of the most important challenges faced by independent recruiters and how they overcome common recruitment problems with human-tech collaboration.

Top 6 challenges faced by independent recruiters along with the best possible solutions

1. Time to Hire

According to the Society for Human Resource Management, the average time taken for a hire is ~36 days but, 81% of applicants believe and expect that any hiring process should not take more than two weeks. This suggests that most recruiters are struggling to reduce the average time to hire.

Also, ignoring the time to hire factor will cost a sum for both recruiters and organizations as they will be losing out on top talents due to a slow hiring process, and this might result in candidates abandoning during the application process, offer rejection, and choosing your competitors over you. Therefore, decreasing the time-to-hire metric of a recruitment process is a constant challenge that needs to be addressed.

Solution

As a solution, you must constantly keep track of the time-to-hire metric. Here if you find red flags such as high average time to hire, offer rejection rates, and candidate attrition rates, then you should think about all possible ways to speed up your hiring process such as utilizing Artificial intelligence and Machine learning and automation technology in job networking platforms, job referral programs, CV screening, prescreening tests, and so on.

2. Falling behind in the race of technology

One of the biggest challenges that independent recruiters face is choosing and managing the many recruitment tools and software that are available in the market. In the fast-paced recruitment market, it is an unsurmountable task for an individual to try, test, and decide on the most effective and the best-suited set of tools for running and streamlining your recruitment needs.

Also, with so many requirements, such as job boards, job aggregators, social media content management, Applicant tracking systems, candidate screening tools, database management and so on, it can be difficult to know where to start. Here even a single bad choice could affect your recruitment outcome. Further, as every job might require a unique set of tech solutions, finding the appropriate mix of solutions to invest in is a big challenge.

Solution

As a promising solution, recruiters can now centralize all of their recruitment efforts. Thanks to the availability of recruitment platform solutions, several recruitment functionalities can be combined and accessed using a single dashboard. Further, specific dashboards allow integration of third-party recruitment tools, which can potentially save time, effort, and money for busy gig recruiters.

3. Mastering the art of remote hiring

Most non-essential workers were obliged to transition since working remote started becoming an unavoidable trend since Covid-19. This also includes recruitment, where recruiters had to master conducting interviews, skill assessments, candidate screening, etc., online.

Though there are tools that enable recruiters to conduct end-to-end virtual hiring, recruiters are facing challenges to adapt fast, troubleshoot, improve, and develop new strategies. This being the case, technology alone cannot provide a foolproof solution for recruiters, especially independent recruiters who do not have an Research and Development team and expert support to handhold.

Solution

While addressing this issue, recruiters should ensure that both virtual operations and technology go hand-in-hand. The next challenge is to decide which of the processes can be done virtually, which one needs automation and what must be essentially be done in person or using a humanized virtual process. For all such endeavors, recruiters require training and expert advice for which one needs to actively participate in recruiter’s training programs, events, seminars, webinars, and be an active part of recruiter communities.

4. Identifying, Attracting, and Acquiring Top Talent

Independent recruiters are responsible for multiple human resource-intensive tasks that require people skills. A freelance recruiter's first and foremost important task is sourcing suitable candidates by identifying the best-suited candidates.

Here recruiters have to understand the job description and characterize the ideal candidate for a given job vacancy and aggressively work on building their go-to talent network that can significantly boost the chances of placement closures. Building a rich and diverse talent network is a challenging task that requires effort, expertise, and experience.

Solution

The solution for the above-mentioned talent attraction and retention strategies largely relies on the recruiters’ candidate relationship management system in place. This includes all sorts of recruiter-candidate communications, from in-person communication to automated bulk notification and bot communication. While technology can speed up communication, creating a personal touch is essential, which can be enabled using recruitment platforms that offer internal QC teams who can assist candidate and client management by lending the support of partner success managers for effective and transparent communication.

5. Handling high volumes and hiring automation

Recruiters will receive many applications where filtering the unsuitable candidates while working on effective talent retention strategies to retain the best fit talents require careful planning and execution, further these are the core functionalities of independent recruiters.

An applicant who meets all the requirements for the position in terms of education, experience, and skills might not get through the hiring process because of a flawed hiring process.

Solution

Hiring at scale requires technological support, such as automation. Recruitment automation suites offer automation solutions for several crucial steps in recruitment. All these facilities become cost-effective and scalable when recruiters partner with a tech-enabled recruitment platform.

6. Efficiency of the hiring process

The main reasons for inefficiencies in the recruitment processes are time-intensive processes, redundant processes, and wastage of effort. For instance, finding prospective candidates and examining resumes and profiles can take hours or even days.

Further, spending a lot of time on hiring administration can cost you a lot of time and money. However, despite all the efforts and resource expenditure for many clients, what counts is your placement closures.

Solution

You need a strong recruitment management system that gives you the ability to organize all of your operations from a single location with the assistance of technology if you want to boost the effectiveness of your hiring. This makes figuring out which tasks take the longest to complete, where you get stuck, etc., by enabling periodical reports on important hiring metrics that helps decide your hiring efficiency.

7. Receiving verified demands and timely pay-outs

Unlike any other freelancers, independent recruitment professionals also face issues while choosing promising projects and trustworthy clients. Moreover, it becomes a waste of time, effort, and resources if the project is not viable. Just like fake job offers, there could also be phony job requisitions and bad clients. Also, when there is paperwork to be managed and payments to be followed up you are doing admin jobs for which you are never going to get paid or compensated.

Solution

As a solution, there are recruitment solution providers and platforms that offer taking care of providing verified demands, doing the paperwork for you, and ensuring timely payments provided you sign up as a recruitment partner with them. Also, there are recruiter and recruitment marketplaces that are designed to empower and offer end-to-end support for growing recruitment business professionals.

Final takeaways

With evolving hiring needs and the growth of the recruitment industry, immense opportunities for independent recruiters started emerging recently. Though the responsibilities of a freelance recruiter seem similar to those of an organization's internal HR team or a recruitment firm, the challenges they face are pretty unique. Having said this, there are promising recruiters and recruitment solutions that offer support and business and enable professional growth and profit sharing.

Here is a definitive guide on how to get started as an independent recruiter and what the requirements are for the same. You can also fill this form by populating the Template Name field with "Independent Recruiter" to know more regarding the same.

Signing off:


Team MyRCloud,

29th August 2022

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