5 Enterprise Recruiting Challenges and Solutions

Introduction

Enterprise recruiting can be a complex and exhausting task without the right solution. Enterprise recruiting includes dealing with an intricate network of procedures, expectations, and competitive landscapes. The following activities span numerous departments, locations, and even nations.

Companies with brand recognition, resources, and an organizational structure also face systemic recruiting obstacles. These obstacles can slow growth, reduce productivity, and affect employee morale. This brings up the need for enterprise recruiting solutions. 

No need to worry, we have got your back! 

Based on our experience and research, we have covered five major enterprise recruiting challenges faced in enterprise recruitment. Let’s break them down one by one. 

5 Enterprise Recruiting Challenges  

Before breaking them down, let’s first list them.

• • High Volume of Applications 

• • Attracting Suitable Candidates

• • Diversity, Equity, and Inclusion (DEI) Gaps in Enterprise Recruiting

• • Lack of Proper Workforce Planning 

• • Adapting to Global and Remote Hiring Complexities

1. High Volume of Applications

Enterprises are often in search of talent to fill out various positions throughout different departments and locations. However, in-house teams find it difficult to manage a large number of applications, particularly with outdated applicant tracking systems (ATS) or manual procedures.

Managing high-volume applications is a more common problem during times of seasonal hiring spikes. It also occurs due to market expansion or attempts to scale rapidly following acquisitions. This could result in companies prioritizing quantity over quality and recruiting underqualified candidates.

2. Competition for Attracting Suitable Candidates 

While finding a talent, accept that it’s not only you who are looking for it. Due to the tough competition, big tech industries, marketing industries face trouble finding top talent. 

It has often been observed that startups offer equity and flexibility. In comparison, big remote companies provide the liberty to work from anywhere to attract talent. While a mid-sized firm offers better opportunities to excel in a career. 

The competition becomes tough due to the saturated job market with various options for the talent. Bringing flexibility, culture, and impact shifts their preferences. If the enterprise recruitment has a slow and bureaucratic process, it’s a big NO from the candidate. 

Due to this, the enterprises end up losing out on top candidates, increasing the cost per hire. This results in wasting time and finally settling for an average candidate. 

3. Diversity, Equity, and Inclusion (DEI) Gaps in Enterprise Recruiting

Building a diverse workforce is quite a difficult task for many enterprises. The enterprise commits to diversity, equity, and inclusion (DEI). But the real on-the-ground picture shows systemic biases in sourcing, screening, and hiring. 

For example, 

1. Affinity bias is the practice of favoring applicants with comparable backgrounds. It also ignores passion and abilities.  
2. Name bias is the practice of selecting applicants based on names that seem ethnic. This results in unequal shortlisting opportunities.

These gaps often take place due to unconscious bias in resume screening or interviews. Sometimes it occurs due to limited sourcing from diverse candidate pools. Most importantly, the exclusion of expectations from the job description. 

Due to this, teams lack innovation. Also, it lowers employee engagement, limits marketing understanding, causes bias in products. This damages the enterprise’s reputation.

4. Lack of Proper Workforce Planning 

The success of hiring is mainly measured by the coordination between the recruitment team and the hiring manager. This is the most important pillar of workforce planning. However, this is rather difficult in large organizations as most of the time, these groups function in isolation.

This challenge appears due to the poorly defined job roles and requirements. The company should be prompt with communication and expectations, and timelines for workforce planning. The lack of workforce planning could also be due to conflicting priorities between HR and department heads. This results in bad hiring decisions in the future and a lack of alignment with workforce demands.

Because of these inefficiencies, the business frequently has to communicate back and forth about candidate profiles, which causes needless delays and misunderstandings. Strong applicants may fall through the gaps or lose interest completely if important details on the hiring procedure, role expectations, or evaluation criteria are not apparent.

Furthermore, interviewing candidates who do not fulfil the minimum qualifications or cultural fit is time-consuming for hiring managers. This not only reduces productivity but also has an impact on the overall efficiency of the recruitment process. Finally, a lack of alignment frustrates both candidates, who believe they have been misled or neglected, and hiring teams, who are under pressure to fill posts fast but lack the clarity and resources to do so effectively.

5. Adapting to Global and Remote Hiring Complexities

As enterprises enhance their boundaries to hire employees in different countries, new challenges arise. The enterprises face challenges like compliance, payroll, taxation, and cultural differences. 

At the same time, companies need to change their hiring practices to manage a distributed remote team. Especially since this often happens with enterprise recruitment due to expanding into new territory without having a legal entity. 

Because violation of compliance may result in hefty fines or legal penalties. Exploring new geography brings new knowledge about laws and employment regulations, and having an unclear understanding would be challenging. 

Also, the enterprise recruitment solutions need to bridge the cultural gap of remote teams and execute accordingly during interviews and the onboarding process. Learning these would be challenging to adapt a global and remote team.

Now that we have stated all the challenges, let’s try to understand how businesses can overcome them.

Enterprise Recruitment Solutions to Overcome Hiring Challenges

What if we say that all these challenges have one of the best solutions? Yes, the employer of record (EOR) is a comprehensive enterprise recruitment solution to address all the issues above. If you’re wondering what an Employer of Record (EOR) service is, here’s a quick definition—but don’t worry, each point that follows will break it down further and give you a clearer picture!

1. High Volume of Applications 

While managing high-volume hiring, due to strong local infrastructure, EOR can help enterprise recruiting quickly. Also, it will save the time and effort of internal teams. 

EOR handles administrative tasks such as managing contracts, document verification, benefits registration, and mainly employee orientation. These issues are automatically resolved with the employer of record.

2. Attracting Suitable Candidates

The employer of record service helps in making attractive job offers. With better local requirement understanding, Employer of record will suggest you the right offers to attract the best candidates. It ensures competitive, compliant, and transparent employment terms in the respective country.

Employer of record matches local benefits, employment standards, such as healthcare, paid leave, and retirement. This makes the offer stand out and clear. Due to regional expertise and pre-set templates, it saves time, and the employment contracts get rolled out in hours.

3. Diversity, Equity, and Inclusion (DEI) Gaps in Enterprise Recruiting

The primary function of Employer of Record (EOR) enables businesses to hire people from all over the world, providing them with access to a wide range of talent from various nations, cultures, and backgrounds. EOR services assist businesses in accessing untapped labour markets, including talent from Tier 2 cities or underdeveloped nations. 

Diversity, equity, and inclusion (DEI) efforts are directly supported by this global hiring approach. Diversity guarantees that a range of identities and experiences are represented, equality encourages equitable access to opportunities and resources, and inclusion gives all employees a sense of belonging.

By bringing diverse viewpoints and abilities to the workforce, embracing DEI improves a company’s innovation and culture while also increasing its competitiveness globally.

Employer of record uses local salary data and compliance norms to ensure pay parity or standardized benefits. EOR performs this irrespective of gender, location, and job.

The possibility of discrimination or inadvertent bias is decreased because all contracts, taxes, and benefits comply with local labour regulations.

4. Lack of Proper Workforce Planning 

An EOR is a bridge between HR, hiring managers, and new hires. It provides operational support and information that is relevant to internal teams.

Being a global enterprise recruitment partner, the EOR handles all legal and administrative enquiries. It allows managers and recruiters to concentrate on people.

Through centralized resources made available by the EOR, gain insight into each hire’s status, from offer roll-out to compliance clearance.

EOR assists in developing onboarding procedures that are consistent across departments and nations. It also assists in hiring templates, JD forms, and wage band guidance.

5. Adapting to Global and Remote Hiring Complexities

Are you looking to hire in India or another foreign market? You may swiftly, legally, and conveniently grow your staff with an EOR.

Employer of Record (EORs) make the process of navigating the intricacies of remote and international hiring easier. You may onboard people anywhere without establishing a local company by using the EOR, which serves as your legal employer, compliance adviser, and HR partner.

EORs handle all aspects, including handling local labour laws, guaranteeing IP protection, and navigating international employment laws. They provide profound understanding of cultural quirks, which is essential for a successful remote integration. They assist you in conforming to local work procedures, interview customs, and onboarding expectations.

From global payroll processing to managing taxes and ensuring timely payments in local currencies, an EOR is your strategic partner in overcoming the barriers of cross-border hiring.

The table below gives a quick overview of all the solutions we’ve discussed.

Recruiting Challenge	EOR Solution (Remunance)
High-volume hiring	Scalable infrastructure, automated onboarding, and administrative relief
Attracting top talent	Competitive benefits, faster offer rollout, and legal assurance
DEI hiring gaps	Borderless access to diverse talent, standardized pay, unbiased contracts
Recruiter-manager misalignment	Centralized support, real-time dashboards, policy alignment
Remote & global complexities	Compliance assurance, cultural expertise, global payroll, entity-free hiring

Conclusion

To sum up, enterprise recruiting is about creating the ideal workforce to support company expansion, not just filling vacant positions. Entering new markets is difficult, but with the correct company recruitment strategy, such difficulties may be transformed into possibilities.

The good news is that by concentrating on the appropriate resources, solid teamwork, and the appropriate mindset, companies may successfully negotiate the difficulties of enterprise recruiting. When all of these components are combined, an employer of record makes enterprise recruiting easier and more efficient.

Today’s recruiting managers require a more intelligent, adaptable strategy than just a hiring plan. Whether it’s identifying individuals from diverse backgrounds, utilising better tools, or creating more resilient teams, business recruiting is made easier with an employer of record.

Businesses that adjust their enterprise recruitment tactics today will be the ones setting the standard for future work practices as trends like remote working and foreign hiring continue to redefine the nature of work.