Why Is It So Hard to Find Good Employees?

Finding good employees is a challenge faced by many organisations. Despite technological advancements and access to a global talent pool, the process of recruiting the right individuals who fit the company's needs and culture remains difficult. 

This challenge is compounded by several factors, including market dynamics, specific skill requirements and stringent background checks, such as Disclosure and Barring Service (DBS) checks. In this blog post, we will explore the reasons behind the difficulty in finding good employees and delve into how DBS checks impact the hiring process.

High Demand for Skilled Workers

The global economy is increasingly driven by knowledge and expertise. Industries such as technology, healthcare, and engineering require highly skilled professionals to innovate and drive growth. However, the supply of skilled workers often falls short of the demand. This mismatch leads to a talent shortage, making it challenging for organisations to find employees with the right qualifications and experience.

Competitive Job Market

In a competitive job market, top candidates have multiple opportunities available to them. They can afford to be selective, choosing roles that offer the best compensation, benefits and work-life balance. This competition among employers means that organisations must not only attract but also retain talented individuals, adding another layer of difficulty to the hiring process.

Evolving Skill Sets

The rapid pace of technological advancement means that skill requirements are constantly evolving. For instance, the rise of artificial intelligence, machine learning and data analytics has created a demand for professionals with expertise in these areas. 

Traditional roles are also changing, requiring employees to continuously update their skills. Organisations struggle to find candidates who not only meet current requirements but are also adaptable and willing to learn new skills.

Specialised Knowledge

Certain industries and businesses, like this one, and roles require highly specialised knowledge that is not easily transferable. For example, roles in cybersecurity, pharmaceutical research or aerospace engineering demand specific expertise and experience. Finding candidates with such specialised knowledge can be like searching for a needle in a haystack, further complicating the recruitment process.

Aligning Values and Goals

Beyond skills and experience, finding employees who align with the company’s values and goals is crucial. A good cultural fit ensures that employees are motivated, engaged and likely to stay with the company long-term. 

However, assessing cultural fit is subjective and can be challenging during the hiring process. Misalignment can lead to higher turnover rates, further exacerbating the difficulty in finding good employees.

What Are DBS Checks?

The Disclosure and Barring Service (DBS) checks are a vital part of the recruitment process, particularly in roles involving vulnerable groups such as children and adults at risk. These checks are used to determine if a candidate has any criminal convictions or if they are barred from working in certain roles. 

While DBS checks are essential for ensuring the safety and integrity of the workforce, they add an additional layer of complexity to the hiring process.

Ensuring Safety and Compliance

DBS checks play a crucial role in safeguarding vulnerable individuals and ensuring compliance with legal and regulatory requirements. Organisations in sectors such as healthcare, education and social services are mandated to conduct these checks to protect their clients and maintain trust. While necessary, this requirement can slow down the hiring process, as obtaining DBS clearance can take time.

Impact on Candidate Pool

The requirement for DBS checks can also reduce the candidate pool. Individuals with past convictions, even for minor offences, may be excluded from consideration for certain roles. While this is important for maintaining safety and compliance, it can limit the number of available candidates, making it harder to find suitable employees. Additionally, the stigma associated with a criminal record can deter individuals from applying, even if they are otherwise qualified.

Administrative Burden

Conducting DBS checks involves significant administrative work, including processing applications, verifying identities, and maintaining records. This administrative burden can be particularly challenging for small and medium-sized enterprises (SMEs) with limited resources. 

The time and effort required to conduct these checks can delay the hiring process, making it more difficult for organizations to quickly fill open positions. That’s why Online DBS Checks helps take away this bottleneck to ensure the hiring process goes smoothly. 

Strategies for Overcoming Recruitment Challenges

Investing in Training and Development

To address the skill shortage, organisations can invest in training and development programs. By upskilling existing employees and providing opportunities for continuous learning, companies can build a talent pipeline that meets their evolving needs. This approach not only helps in filling current skill gaps but also enhances employee retention and engagement.

Enhancing Employer Branding

A strong employer brand can attract top talent. Organisations should focus on creating a positive work environment, offering competitive benefits and promoting their values and culture. 

Leveraging social media and online platforms to showcase employee testimonials, company achievements and community involvement can enhance the company’s reputation and attract potential candidates.

Streamlining the Hiring Process

Efficiency in the hiring process is crucial. Organisations should streamline their recruitment procedures by leveraging technology, such as applicant tracking systems (ATS) and artificial intelligence (AI) tools, to identify and engage with potential candidates quickly. Additionally, maintaining clear and open communication with candidates throughout the process can improve the candidate experience and reduce drop-off rates.

Utilising Diverse Recruitment Channels

Relying on multiple recruitment channels can widen the talent pool. Organisations should explore various sources, including online job boards, social media, recruitment agencies and employee referrals. Partnering with educational institutions and participating in job fairs can also help in reaching a broader audience.

Supporting Fair Chance Hiring Practices

To address the limitations imposed by DBS checks, organisations can adopt fair chance hiring practices. This approach involves evaluating candidates based on their skills and qualifications while considering the context of their criminal records. Implementing fair chance policies can expand the candidate pool and provide opportunities for rehabilitation and reintegration into the workforce.

Conclusion

Finding good employees is a multifaceted challenge influenced by market dynamics, evolving skill requirements, and the need for cultural fit. While DBS checks are essential for ensuring safety and compliance, they add complexity to the hiring process by reducing the candidate pool and increasing administrative burden. 

However, organizations can overcome these challenges by doing everything we have just discussed. By adopting a holistic approach to recruitment, companies can improve their chances of finding and retaining good employees in today’s competitive job market.