Unpacking Hiring Hurdles- Insights from SahGrowth Foundation's Research

Unpacking Hiring Hurdles- Insights from SahGrowth Foundation's Research

SahGrowth Foundation recently conducted a focused research study to understand the hiring challenges faced by employers across diverse sectors. While the sample size (200organizations spanning Education, Retail, Food Services, and NGOs), the initial findings offer valuable insights into the current recruitment landscape. Let's break down the key findings for a clearer understanding.

1. Frequency of Hiring Challenges-

Top Hiring Challenges Identified:

• High salary expectations: 120 companies

• Retention issues (employees leaving fast): 110 companies

• Lack of qualified candidates: 90 companies

• Competition from other employers: 80 companies

• Inefficient hiring process: 70 companies

Insight - High salary expectations and retention issues are the most pressing concerns for employers. The lack of qualified candidates and intense competition further complicate the hiring process. Companies also face internal challenges like inefficient hiring processes.2. Top Hiring Challenges Identified

3. Missing Skills in Applicants-

• Communication: 150 companies

• Critical thinking and problem-solving: 140 companies

• Technical skills (role-specific): 130 companies

• Teamwork and collaboration: 120 companies

• Adaptability and flexibility: 110 companies

Insight - Employers consistently identify soft skills like communication, critical thinking, teamwork, and adaptability as lacking in many applicants. Technical skills, though important, are often role-specific, while soft skills are broadly applicable across various positions and industries.

4. Training & Development for New Hires-

Training & Development for New Hires:

• Yes: 160 companies

• No: 40 companies

Insight -A large majority (80%) of companies invest in training and development for new hires. However, a significant minority (20%) does not, which could lead to difficulties in integrating new employees and potentially higher turnover rates.

5. Preferred Recruitment Methods-

Preferred Recruitment Methods:

• Online job portals: 170 companies

• Internal hiring: 150 companies

• Referrals / Word of mouth: 140 companies

• Company website: 130 companies

• Social media: 120 companies

Insight- Online job portals are the most preferred recruitment method, followed by internal hiring and referrals. Company websites and social media are also important tools. This indicates a blend of traditional and digital approaches in recruitment strategies.

6. Employer Satisfaction with Candidate Quality-

• 4 or above: 100 companies

• Below 4: 90 companies

7. Suggestions for Improving Hiring-

Suggestions for Improving Hiring (most frequent):

• Improving the quality of applicants: 140

• Enhancing employer branding: 130

• Streamlining the hiring process: 120

• Offering competitive compensation and benefits: 110

Insight- Employers believe that improving applicant quality, strengthening employer branding, and streamlining the hiring process are crucial for better hiring outcomes. Competitive compensation and benefits are also vital to attract top talent.

Key Recommendations Based on the Research-

Based on the research findings, the following recommendations can be made:

· Address Skill Gaps: Educational institutions and training providers should align their curriculum with the skills employer’s demand, focusing on both technical and soft skills.

· Enhance Employer Branding: Companies should invest in building a strong employer brand to attract top talent, showcasing their company culture, values, and growth opportunities.

· Streamline Hiring Processes: Organizations should optimize their hiring processes to reduce time-to-hire, improve candidate experience, and increase efficiency.

· Offer Competitive Compensation: Employers must offer competitive salaries and benefits packages to attract and retain qualified candidates in a competitive market.

· Foster Partnerships: Collaboration between educational institutions, training providers, and employers can help create a talent pipeline that meets industry needs.

· Embrace Internships and Training Programs: Companies should actively participate in internship programs and provide on-the-job training to develop future talent and address skill shortages.

Conclusion-

While based on a limited 200 size, this initial research by SahGrowth Foundation provides valuable insights into the hiring challenges and preferences of employers across different sectors. The findings highlight the importance of addressing skill gaps, focusing on employee retention, and fostering better communication and processes in the recruitment cycle. The strong interest in hiring trained interns and freshers presents a significant opportunity for initiatives like SahGrowth Placements to play a crucial role in connecting talent with employers and contributing to a more efficient and effective hiring ecosystem. Further in-depth research is crucial to validate these initial findings and develop more targeted solutions.