Challenges as a Talent Acquisition

What does a talent acquisition really do? Instead of just finding jobs for people, they also assist people in preparation for interviews, forming resumes, cover letters, salary negotiation management, advisory on employment issues, labour laws as well as knowledge regarding to shared market and industry. They primarily work for their client, the employer. One important thing to know that it is not easy being a talent acquisition, as they have to seek out the best interests of both their clients and candidates. A recruiter’s job is already challenging enough to say the least and yet certain types of candidates still pose as an issue to them.

Some recruiters occasionally may come across candidates who does not even bother to provide a response, despite the efforts of hardworking recruiters, candidates’ accounts, either on Facebook, LinkedIn or any other social platform may already be inactive for a certain amount of time. Of course there will definitely be active accounts, looking for jobs but some accounts do not even take the initiative to reply to recruiters’ messages. This is due to the fact that some candidates do not like reading long messages because how tedious it is, what a recruiter should actually do is make it really short and simple, bear in mind that “less is more”. Moreover, it is not always the candidates’ fault, sometimes it might be the recruiters’ message. The message might not be catchy enough or maybe it was written using the wrong choice of words.

Furthermore, getting called into an interview is an honor, yet a surprisingly a large amount of candidates do not show up to their interviews which can be really frustrating and disheartening as an employer. When a recruiter asks a candidate to a job interview, they usually expect the candidate to present the best version of themselves. There are a variety of reasons why a candidate does not show up for a job interview. For instance, they could be really anxious. Interviews can cause people to become really anxious and especially leading up to a few days before, the person may feel like they are not ready for the interview and just skip it all together. It would be a rare sight but anxiety can even bring down the best applicants because of how powerful it is as an emotion. By providing a short briefing session for candidates regarding what they are about to undergo, crucial parts of the interview will be highlighted so the candidate can focus solely on what to answer. Every recruiter interviews candidates but not everyone of them goes that extra mile to coach their candidates. If it was done so correctly, it will increase the interest of the candidate to the interview.

Likewise, a large percentage of candidates take a long time to provide a response because they are unsure of their career goals. To further illustrate, candidates would ring a recruitment company, expecting them to match their services without a clear direction and that process could be time consuming for both parties. In some other situations, candidates struggle to choose between different job offers because of how many they already have at hand to consider. In this case, recruiters play an important role in providing the consultation to the candidate.

All in all, searching for a job is one thing, responding quickly and showing up for it is another. Candidates have to take matters into consideration because as stated above being a talent acquisition is not easy at all, one has to go through a lot before another is to be interviewed.

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