Why companies can have difficulties recruiting?

Needs are not precise enough
If the job description is not attractive enough and the needs are not well identified, it can result in a lack of good candidates. You need to take the time to build a disclosure in an optimal way:

• A title that attracts the right people
• A motivating job description
• Mandatory and desirable requirements for the position
• An overview of the company culture
• Determining the salary range
• Specifying benefits

Using the wrong medium to broadcast the job offer
Candidates are everywhere, online, and offline. However, there are so many ways to reach them that it can sometimes be difficult to be sure you're hitting the right target.
Make sure you are advertising on the right platforms for your industry. By knowing exactly the type of professional profile you want for your company, it's important to find out what types of spaces they frequent and what websites and portals they access so they can access your job offer. Social Media, namely LinkedIn, are assuming an important role in the Human Resources area, being a good tool used in recruitment processes of specialized employees or in the search for new talent.
Invest some time recruiting outside the office, many vacancies are filled via networking. Resorting to specialized Recruitment and Selection services is a practice already used by many companies, as they know that these companies have their own database and external databases and have candidate evaluation tools.

Problem of methodology
The task of recruiting new employees, especially in small companies, is given to a manager or director who may not be well familiar with recruitment methods.This may lead to bad choices.
Company culture: the professional needs to fit perfectly into the company's environment. It is in smaller organizations and consequently with fewer resources that the shortage of talent is felt most.
It is important to know the correct practices of the recruitment processes, to have the right tools and properly qualified professionals so that your company can make good hires, structuring teams with excellent performance.
Not taking too long in the recruitment process is also important as many candidates are only available for a short period of time. Commitment to diversity and inclusion are two crucial elements to attract the best talent.

Lack of resume, or lack of good resume
Sometimes a need is so specific that it can be difficult to attract candidates. Not having a pool of qualified candidates is perhaps the most common employee recruitment problem there is. Betting on detailed job description is very important, for example with certain certifications or qualifications to exclude job applications that do not matter for the position.
Company with a good reputation in the market. The better your brand image is, the more likely relevant candidates will apply for the position. Employees want to work for a company with a good reputation in the market.
Employee recommendations. There is one way to make your company and your job offer stand out, through employee referrals. Competent professionals trust the word-of-mouth of their peers.
Try to create a great candidate experience and company notoriety to be attractive to potential candidates.

What's the solution?

Try hiring a recruitment firm like Fed Finance. We answer all the above issues and advise with qualified professionals. Fed Finance is composed exclusively of professionals dedicated to the finance and accounting professions and provides you with daily knowledge of the financial sector and the Portuguese market for all your recruitment needs 

Fed Finance can be your partner for temporary or permanent hires. To respond as quickly as possible to your needs, Fed Finance combines different recruitment methods:

• Direct approach
• Advertisements
• Networks
• Fed Finance database and external databases

In daily contact with the Portuguese labor market, we advise throughout the recruitment process on the appropriate profile, remuneration, etc.