Let’s face it: recruiting is a lot harder than it used to be. 

Between the skills shortage, record unemployment and generational shifts, filling open reqs is harder than ever. It’s sort of a perfect storm for recruiting, and it’s enough to give even veteran recruiters a headache. 

Recruiters Are Dealing With a Range of Frustrating Issues 

If you work in recruiting, you’re probably familiar with all the same frustrations. 

  • You’re overloaded with reqs. It’s the nature of the industry. Companies will base their recruiting team’s headcount on the mean. Demand for new hires rises and falls, and no company will staff enough recruiters to handle the peaks, because they’ll lose money when demand falls again. So when a lot of open reqs are posted, the team struggles to stay afloat. Given the booming economy, almost every organization is bringing on more hires, which means more overloaded recruiters.
  • You lack quality candidates. If you’ve recruited for tech or another highly-in-demand sphere, you know this feeling all too well. Finding and engaging with enough candidates for niche positions or skilled roles can feel like pulling teeth. You hit LinkedIn, job boards, and your candidate database, but you’re still coming up short.
  • You have to deal with impatient hiring managers. We’ve all been there before. You’re working as fast as you can to find quality submittals, but a leader wants their candidates yesterday. They’re getting on your case to move faster even though you’re already running on empty. Worse, they don’t care about the talent market – all they see is that their recruiter isn’t passing along enough good candidates. 
  • You waste time chasing dead-end candidates. Have you spent some leaving a candidate a voicemail, chatting with them on LinkedIn, and finally scheduled a call only to find out that they would never be a good fit? Maybe they are totally uninterested or maybe they are not as qualified as they say. Regardless of the reason, there is nothing more irritating than realizing all the time you spent pursuing said candidate was wasted. 

Over and over we bang our heads against the wall dealing with these problems. We find ourselves dreading Monday morning and waiting for something to change. Unsurprisingly, the problems never go away.  

Recruiters…it’s time to stop the insanity. It’s insane to put up with the same old problems without trying new solutions. It’s insane to wait for something to change. 

Third-Party Sourcing Can Alleviate These Challenges

The good news is that there is a simple solution to the problems above. More and more companies are turning to third-party sourcing services to streamline their recruiting process. Sourcing services allow recruiters to focus on contacting and interviewing high-quality candidates with the right credentials and a confirmed interest in the position. 

Here at Qualigence, we call each and every candidate to verify their interest and qualifications. That means no more time chasing dead ends. Additionally, it means recruiters can hit the ground running with a short-list of quality candidates. That means you can work through a longer list of reqs faster, slash your time-to-fill, and make hiring managers happy with great placements. 

It’s Time to Stop the Insanity 

The definition of insanity is doing the same thing over and over while expecting different results. If you’re waiting for the day when you don’t have to sift through bad candidates or when the laundry lists of reqs will end, it’s time to take action. 

Click the button below to take the first step in establishing a better recruiting process at your organization. It’ll take you to a page where you can schedule a 1-on-1 consultation to empower your team with sourcing services. What have you got to lose?