Recruitment problems often arise when enterprise hiring teams conduct a large-scale search for the right candidates for the right roles. Inevitably, the realities of 2024 complicate the process.

Amid a backdrop of emerging (and confusing) technologies, a challenging job market, and a recovering economy, maximizing recruitment ROI has become more pressing than ever.

To save you the fuss of overwhelming research, Ongig has identified the top 7 recruitment problems faced by enterprises in 2024. Our handy list highlights the impact of these recruitment problems on your workforce. And, more importantly, how you can fix them.

#1 – Pay Equity and Benefits Management

A competitive salary is a winning factor for attracting and retaining new hires. Employee demands have shifted in recent years post-pandemic. However, pay equity and workplace benefits remain a top draw for candidates in 2024.

In many cases, a transparent salary could still serve as the key differentiator in winning over top talent in a competitive industry. For instance, you could secure a tech specialist in IT, an industry currently facing a significant skill shortage.

Aside from competitive pay, employers must ensure equity at work to comply with statutes like the Equal Pay Act of 1963 and the Americans with Disabilities Act (ADA).

The pay equity issue is magnified for enterprise recruiters since they constantly manage competitive and fair remuneration across large-scale hiring campaigns.

Your hiring managers can attract the best candidates by offering fair and competitive payment in the hiring process in the following ways:

Specifying salary ranges in your job description—Salary ranges offer pay transparency that aligns remuneration with job expectations. The publicly available data allows job seekers to compare pay and job expectations with industry rates to justify their applications. As such, adding a salary range to your JDs can increase a candidate’s trust in your company through internal and external hiring initiatives.

Clarifying job roles – It is essential to inform candidates about the significance and scope of their roles within the JD. Your recruiters should discuss and affirm each role’s required competencies and candidate expectations before finalizing the appropriate job titles and grades. The finalized JD should clarify role expectations and validate the offered salary range.  

Regularly evaluating pay equity practices—Equity regulations change with the times, so it is important to update your talent policies constantly. Your organization should routinely review and revise payment policies to keep up with state, federal, and industry regulations. Consider backing up your policy reviews with responses from employee surveys, ERG reports, and candidate feedback. This helps you gain a deeper view of the equity landscape.    

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