The Talent Gap: Top 5 Recruitment Challenges for 2020

If you talk to any HR professional across industries or functions, one of their top pain points is recruitment. Attracting and converting comes under the blanket of top recruitment challenges for 2020, like almost every decade. On an average, over 5% of a company’s turnover goes into recruitment. That’s only the economic costs. The mental pressure that falls on HR professionals and others while dealing with these recruitment challenges is altogether different. There are several factors that contribute to such challenges. Often, there is a mismatch between the candidate expectations and the employer offering which makes recruitment harder. At the same time, the candidate preferences are also changing. Traditionally, it was the organization that had an upper hand. Today, it is the candidates that call the shots in making a decision if the organization will be an asset to his/ her candidature.

Invariably, a myriad of factors come together to make recruitment a nightmare for most HR professionals out there. Let us quickly glance through the top recruitment challenges that are on the forefront in the new decade.

Top recruitment challenges

Changing Job Market

To begin with, the job market is changing with the speed of light. While a full time 9-5 job was a norm back in the day, the situation today is completely different. With the rise of the gig economy and the hype about freelance work is definitely proving to be one of the recruitment challenges. In the US, almost 36% workers participate in the gig economy. On the one hand, this is a great way for organizations to reduce their overheads of additional costs. They can bring on experts as and when needed. However, this is also leading to a situation where getting committed talent is a challenge. Undoubtedly freelancers and gig workers put their best foot forward. But, due to paucity of time, every once in a while, organizations bear the brunt of not having some talent on rolls. 

Therefore, the changing job market is increasingly changing the way candidates are negotiating their roles. Conventional HR rules and compliances are having a hard time adapting to such changes, posing challenges to recruitment.

Lack of Quality Talent

Not only is the job market changing, but there is also a change in the kind of talent that the new economy demands. While the traditional roles of engineer, CA, etc have their positions intact, newer roles like social media strategists, data analysts, etc are coming to the forefront too. According to a study by SHRM, 75% of those who face recruitment challenges face a shortage of skills in the candidates they screen. This challenge has multiple layers. Since these roles have just come up in the past few years, they lack any concrete curriculum behind them. Therefore, it becomes very difficult to say if someone is actually proficient with these technical skills. 

At the same time, the future of work is not entirely dependent on technical skills. It requires a delicate balance of leadership and soft skills to complement technical competencies. However, most candidates that come for interviews fall short on such skills. Thus, as one of the top recruitment challenges, shortage of the right skills for the role takes a front seat.

Wrong Sourcing Platforms

While the lack of right talent is a challenge, accessing the available talent poses a similar obstacle. One of the recruitment challenges that organizations face is using the wrong sourcing platforms to attract the talent. More often than not, conventional HR professionals rely on job search sites to find the top talent. Undoubtedly, that is a good starting point, however, it is by no means all encompassing. As we strive and thrive in a multigenerational workforce today, it is important to source applications from different platforms. For instance, it might be a good idea to access LinkedIn to source millennial candidates as they may not be present on the conventional job search websites.

Additionally, most organizations fail to leverage the biggest asset they have, their own employees. More often than not, applications that come through referrals have a greater chance of conversion. Therefore, HR professionals need to diversify their sourcing platforms to deal with some of the recruitment challenges they face, especially around not getting the right applications. 

Poor Job Description

Has it happened that even after posting on all the right platforms, you are unable to attract the talent you seek? It might be time to look at what you are posting in addition to where you are posting it. This means that job description plays a crucial role in sourcing the right applications. Job descriptions which are incomplete, or lack a clear call to action, etc. are often overlooked in front of those which are attractive and comprehensive. A job description which is too verbose and does not excite the potential candidate is bound to reflect poorly on the organization. 

To be sure, it is not only about the content that you put up, it is also about the way you put it up. For instance, using a font which is not readable, or having different font styles across the document is definitely a breaking point. At the same time, using different formats like video can be that wow factor for your JD that brings you the top performers. 

Talent Assessment Tools

Finally, quite a few organizations have been sluggish and shy away from using the great talent assessment tools that are available in the market today. They generally follow the conventional application to the written test to interview process. While there are merits to this simple process, however, it is not scalable for mass recruitment. Additionally, the chances of bias creeping in is very high. Therefore, using talent assessment tools can be a good idea. Especially, when organizations have to choose a few candidates from a big pool using a uniform process. Such tools have various competencies to check and therefore, can help recruiters judge different skills for candidates. 

Recruitment Challenges: Win in 2020 the Recro Way

It is true that dealing with these recruitment challenges is quite difficult. To bail you out, Recro is at your service. In our endeavor of connecting high quality talent with top startups, we make recruitment a piece of cake. Not only do we help you source the top talent with all the requisite skills from all across, we also ensure comprehensive assessment both technical and cultural to offer you a perfect fit. The next time you are facing the talent gap, feel free to engage with us!


At Recro we combine Design Thinking, Lean and Agile to help you achieve market-leading  performance.

We partner with our clients with the aim to transform their business challenges into growth opportunities.