Staffing Industry's top 3 challenges and how to solve them


While finding a job is a task, hiring the right person for a job role requires much more intensive work. The candidate's technical skill set, working experience, soft skills, and many more factors are considered while hiring an individual for a job role.  

The process of perpetual screening, evaluating, and hiring relevant candidates for a job role is called 'staffing.' Staffing includes hiring and selection, workload planning, training, promotions, and transfers to ensure the most optimum candidate for a particular job role. 

Like any other work process, staffing varies from industry to industry. The requirement for a different skill set for the role of a manager in the hospitality industry and the IT industry is an excellent example of varying skillsets within sectors.  

With differing needs and job descriptions, the core attributes of staffing remain the same, which include:  

  • Creating a proper job description for the job role  
  • Finding the correct agency/manager for the talent pool  
  • Assessing the candidate's aptitude  
  • Selecting a candidate with the right balance of technical and soft skills  
  • Smooth onboarding of the hired individual  

A smooth staffing process is often challenging to execute, as there are many complications and challenges faced by the staffing team, the company, the company's HR, and the agency/hiring manager appointed for the task. Time and again, the job role is left open with no appropriate applicant for it, which can be a result of many factors such as:  

  1. Opportunity gaps and improper tool utility  

Job applicants frequently dismiss their applications via hiring agencies or managers when the response takes time indefinitely. The main reason behind this communication delay is the long chain of references and inept networking.   

Contrastingly, when securing a high-demand candidate that is just perfect for your job role, competition between hiring firms grows, and the one with the most effective communication with the candidate procures the ideal employee.   

     2. Negligent hiring agency with inefficient talent pools  

When it comes to hiring agencies or managers, seldom do they have a relevant talent pool at their disposal to meet the hiring requirement of a company/firm. Most of the time, the talent pools maintained by these agencies consist of irrelevant applicants, already employed individuals whose profiles are not updated, and poorly communicated candidates.  

Another serious issue faced by the staffing team is the application of candidates with false skillsets, creating more complications for the hiring team. Again, this results from the ineffective and unfiltered talent pools maintained by agencies.  

    3. Maintaining a customer retention rate.  

According to Outboundengine, new customer acquisition costs five times more than retaining an existing customer. Customer retention rate is the parameter that helps a company assess its growth. This data can help companies alter their strategies and increase their overall return rate while maintaining a low cost.   

A high customer retention rate usually indicates an increasing brand value and reputation, which adds to the company's overall profit.   

According to Statista, 40% of the respondents in a survey said that the most challenging part of a recruitment cycle is sourcing relevant candidates.   

Solutions to the challenges faced by the staffing industry involve   

1. Integrating automation to avoid communication gaps  

Automation comes in handy when dealing with tasks with a more repetitive workload that can be performed over the internet. This can help save time and create better and more prompt responses to the applications for a particular job role.   

Some tools such as ATS (Applicant Tracking System) and RPA (Robotic Process Automation) can be set up and used to create a smooth hiring process for the candidates.  

2. Use of networking and screening tools  

Networking plays a crucial role in acquiring trustworthy and relevant candidates for a job role. Along with networking, the use of online screening tests helps in segregating the uncommitted candidates to avoid unnecessary time and resource expenses.  

Japan has an impeccable screening module set up for hiring fresh candidates. Their module includes essay writing, online screening, aptitude tests, and a series of interviews which is automated using tools to optimize the process and, at the same time, filter the irrelevant candidates for the job role.   

3. Adopting optimized marketing strategies  

Highlighting achievements is an operational marketing strategy, aggrandizing the trust factor for both; the existing customers and the new customers. On the other hand, a personalized acknowledgment for every customer will increase their affinity to designate more work with the company. 

Upgrading the services with the availability of candidates for niche job roles and providing extensive customer care is proven to boost customer retention.  

Significance of an adequate staffing process  

Professional staffing can help a company scale tremendously. Attributes of an employee directly contribute to the company's efficiency and revenue. Staffing takes care of placement, appraisals, promotions, and other management tasks with outside candidates and within the internal team, helping each candidate be brought to a job role perfect for their skill set, adding more to the company's value.  

With efficient staffing, you can transform your team for maximum optimization and hire the right employee to increase your company's productivity.   

Aviskaran offers staff augmentation services that can help you onboard skilled personnel on your team, on all bases, from contracts to full-time  employees, without any hassle and with complete transparency.  

Book your consultation now and upgrade your workforce with Aviskaran.  

Written By:
Aviskaran Team
Content Writer, Aviskaran Technologies