Future Of Work: The Top 3 Recruiting Challenges Companies Face Moving Forward

Future Of Work: The Top 3 Recruiting Challenges Companies Face Moving Forward
8 in 10 employers say they plan to hire in 2021, which is welcome news after a difficult year.
  • 8 in 10 employers say they plan to hire in 2021, which is welcome news after a difficult year. 
  • However, there are challenges ahead: 87% of employers stated that they struggle to fill positions as a result of the skills gap. 
  • Going forward, workers expect companies to change traditional practices, with flexible work schedules a top priority for workers. 

As companies switch their focus from survive to thrive following the unexpected challenges COVID-19 presented last year, many are laying out their plans for 2021 and beyond.  

For talent acquisition and recruiting, Monster’s 2021 Global Outlook found that the hiring outlook is mostly optimistic, with 8 in 10 employers saying they plan to hire in 2021.  

This is welcome news after a year of massive layoffs.  

But the path forward isn’t a smooth one. According to hiring managers of the 82% of companies that plan to hire this year, there are some challenges that need to be overcome. 

Top 3 Recruiting Challenges for the Year Ahead 

1. The right match.  

The survey found that “global confidence in finding the right candidate is down a notch” compared to previous years. While the number is still high, the problem is compounded by the skills gap. 87% of employers stated that they struggle to fill positions as a result of the skills gap.  

The top skills employers are looking for are: 

  • Dependability 
  • Flexibility 
  • Teamwork and collaboration 
  • Problem solving and critical thinking.  

2. Striking a balance 

As a result of the pandemic, employee expectations are quickly changing. Moving forward, top candidates expect their future employers to allow for remote work and increased flexibility. They also expect new health policies that can help them achieve and maintain a healthy work-life balance.  

3. Leveraging virtual recruiting 

While virtual recruiting became the new normal during the pandemic, more than a quarter of global companies continue to struggle with it. Hiring managers and candidates both feel and share the pain. “Both employers and candidates (Gen Z in particular) are finding virtual recruiting a challenge for getting a true feel for culture and value alignment, and it’s a particular pain point for small and medium sized businesses.” 

The Recruiting Process: Pain Points and Opportunities 

As a result of changes brought forth by lockdown and social distancing methods, the recruiting process is not as easy or straightforward as it once was. This is especially true as 70% of companies are now practicing virtual recruiting and onboarding.  

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Monster’s Global Outlook identified the most challenging parts of the recruiting process.  

The most challenging parts of the recruiting process according to Monster’s recent survey. 

The Big Divide 

Moving hiring practices to the virtual world is no easy feat. And yet, that’s only the tip of the iceberg.  

Monster found that there is a big divide between what candidates are demonstrating and what employers are looking for: 

  • Globally, 59% of employers are primarily looking for a resume to demonstrate a candidate’s skills. Candidates, however, want to show their values more than their skills (39% vs. 36%). 
  • Companies, especially small and medium sized businesses hiring blue-collar workers, are grappling with unrealistic salary expectations. 

But there’s more: 

  • 66% of employers say that candidates exaggerate skill level on their resume. 
  • One third of employers believe the skills gap is bigger now than it was just one year ago. 

Finding a Sweet Spot 

While the challenges are undeniable, there’s ample opportunity for improvement. Companies hiring this 2021 will need to focus on meeting candidate expectations if they wish to hire top talent.  

Workers globally expect companies to change traditional practices as a result of the pandemic. The top 3 policy changes that workers most want are: 

  1. Flexible work schedules 
  2. Salary protection 
  3. Health policies.  

However, companies’ focus is elsewhere. There’s a big divide—therefore a big opportunity.  

One particular area of opportunity is upskilling.  

Companies are already struggling with the skills gap, and while both employers and candidates agree that upskilling is a shared responsibility, those that not only offer, but also facilitate upskilling opportunities are most likely to win the favor of top candidates. 

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