[7].Challenges of Recruitment and Selection
Recruitment and Selection Challenges Poor HR planning, according to Mascarenhas (2011),is a widespread problem in recruiting and selection.HR planning is important because it transforms corporate strategies into HR policies and procedures. This is especially true when it comes to hiring and selecting procedures and practices. HR planning's primary purpose is to place the correct amount of people with the right skills, experience, and competencies in the right jobs at the right time for the right price. Recruitment and selection policies that are detailed and comprehensive, such as recruitment and selection procedures, assessing criteria, and talents.
In
order to recruit and deploy appropriate people at the correct moment, it is
necessary to audit and process labour market information. According to a many
research, HR managers' competency level has a significant impact on recruitment
and selection and having experienced HR specialists in the HR department will
not only reduce vacancy time but also increase the quality of applications.
Furthermore, Louw (2013), point out that
efficient recruiting and selection are only achievable with a devoted and
capable HR team.
In the strategy
implementation phase, four distinct indicators can be utilized to analyze the
level of strategic integration of recruiting and selection. These indicators
include: (Mascarenhas,2011).
- Timely supply of a sufficiently qualified workforce,
- Effective job analysis and descriptions,
- Effective selection
One
of the most significant sources of uncertainty in the implementation of a
business strategy is whether sufficient qualified people will be available in a
timely manner, and this uncertainty is mostly based on employee quality. For
example, even within the same industry, a company may elect to use a different
human capital pool in terms of skills and education level than its competitors
as a competitive strategy to create specialized capabilities or develop an
advantage in the HR process. If recruitment and selection rules and processes are strategically connected with business, an organization can successfully
eliminate this uncertainty. Louw (2013), Associates
is a firm that specializes in real estate development.
A
suitable match between applicants and positions is ensured by doing job
analysis effectively and targeting the correct possible individuals.
Underqualified employees, on the other hand, may not be able to properly
perform their job positions owing to a lack of knowledge and skills, whilst
overqualified people may have less job satisfaction due to their higher
qualification than the necessary level for a specific job. A full job analysis,
including job description and work specifications, is required for every job in
the business, and appropriate selection criteria must be developed based on
this (Emesom and Bakwuye, 2019). The job
description specifies the tasks to be performed, whereas the job specification
specifies the relevant personal traits and attitudes, as well as the skills and
knowledge required for the position. Application forms, interviews, formal
examinations, references, evaluation centers, and official transcripts are
among the techniques used by firms in the selection procedures.
A
company must select a method that is most suited to the employment openings. HR
specialists often lead the staffing process, and the goal of staffing is to
meet business needs. If line managers are involved in the search and selection
process, the skill levels exhibited by each new hire are more likely to be
viewed favourably. According to Shammot (2000), line managers' engagement in
the entire hiring process (i.e., developing job descriptions, setting selection
criteria, and serving on the recruitment panel) is critical for ensuring that
recruitment and selection fulfil needs of the organization
To
put it another way, line managers are in charge of the recruitment and
selection process, with HR acting as a facilitator. It is currently illegal to
provide or restrict access to an organization or a job based on heredity or
environment. The argument presented by Collings (2014), especially in relation
to skin, colour, and its predictive properties, could be seen as a product of
its time and place. However, it is important to note that the study is based on
what was then considered to be a sound scientific set of ideas and tests, which
proved the premises underlying the suggested practice.
Internal
recruitment can take place through promotions and transfers of existing
employees, as well as referrals from current employees, friends, and family
members. Job openings can be advertised by job posting, which is a technique of
putting notifications on manual and electronic bulletin boards, in business
publications, and through office memoranda, where internal recruitment is the
preferred method of filling posting jobs Referrals are typically word-of-mouth
ads that are a low-cost-per-hire method of recruiting (Caers & Castelyns,
2011). In some cases, internal recruitment does not produce the number
or quality of personnel required; in these cases, the organization must recruit
from outside sources, either by encouraging walk-in applicants, advertising
vacancies in newspapers, magazines, and journals, as well as the visual and/or
audio media, or by using employment agencies to advertise on-line via the
Internet, or through job fliers (Collings, 2014).
The
below video by Techno Creats (2017) speaks the problems and challenges
for recruitment.
Video 1: PROBLEMS & CHALLENGES FOR RECRUITMENT
(Source:Techno Creats,
2017)
I
can recall one of the occurrences where we had to prove that every
recruitment had not been successful when working with them in the current
environment. One of the talented Senor Architects was required with a strong
technical background and working experience. But he did not fit into the
culture of the business unit, which was a friendly, equal and situational
leadership environment. There were no sirs or bosses. He does not move with the
team and doesn’t work corporately with his subordinates, since most of the good
employees who worked under him left the business unit and company. The
technical solutions were given as orders without understanding the ground level
and infrastructure issues. The experienced technical employees were not
permitted to provide their ideas and thoughts. Interconnections between
software modules were not considered as before, and each and every
employee, including software engineers, quality engineers, and infrastructure
engineers, were pushed to achieve deadlines with redundant work.
Reference
- Collings, D., (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), pp. 253-61.
- Caers, R. and Castelyns, V., (2011). LinkedIn and Facebook in Belgium: The influences and biases of social network sites in recruitment and selection procedures. Social Science Computer Review, 29(4), pp. 437-48.
- Doyle, D. and Locke, G., 2014. Lacking Leaders: The Challenges of Principal Recruitment, Selection, and Placement. Thomas B. Fordham Institute.
- Louw, G. (2013). Exploring recruitment and selection trends in the Eastern Cape. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 11(1). [online] Available at: https://sajhrm.co.za/index.php/sajhrm/article/view/319/660 [Accessed 19 Aug. 2021].
- Mascarenhas, M., 2011. Issues in Recruitment and Selection.
- Shammot, M. (2014). The role of human resources management practices represented by employee recruitment and training and motivation for realization of competitive advantage. African Journal of Business Management. Available at http://www.ccsenet.org/journal/index.php/ibr/article/view/35379 [Accessed 25 Aug. 2021].
- Techno Creats, (2011). PROBLEMS & CHALLENGES FOR RECRUITMENT.[video], Available at https://www.youtube.com/watch?v=dl5CHNyA7Vw [Accessed 15 Aug. 2021].
totally agreed. The biggest challenge for such professionals is to source or recruit the best people or potential candidates for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. (Miryala, 2013)
ReplyDeleteYes Diyananda while adding more finding the best candidate from a group of underqualified candidates will be difficult. In a case like this, the best candidate, not the most qualified for the job, would be chosen. The organization should also examine the candidate's learning and development capacity in this situation (Djabatey, 2012).
DeleteAgreed with you Menupa. According to Dan, 2012, Identifying the right applicant for the job “is like searching for the sharpest needles—in a pile of needles. Without a good process, you’ll likely get poked a few times.”
ReplyDeleteHence it is important to be informed of the challenges on the process and be vigilant on same to mitigate the same as much as possible.
Furthermore, when recruiting and selecting candidates, the employee should be culturally compatible with the organization, and determining the cultural fit of the candidate prior to the appointment is a recruitment and selection problem (Caers & Castelyns, 2011).
DeletePrevious studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analyzed, and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process (R, Sophia D., Venkatraman 2019)
ReplyDeleteRecruitment procedures must be fair and compliant with applicable legal and regulatory frameworks, and activities must contribute to corporate goals, reflect the brand and values of the organisation, while also being efficient and cost effective (Foot & Hook, 2008).
DeleteAgreed with your arguments. HR department has to face many challenges when recruiting and selecting employees in the present dynamic environment. Further to your arguments, Yaro (2014) stated that recruitment purely based on skills of the HR department rather than their positive attitudes.
ReplyDeleteThank you Iresha.Furthermore, HR departments responsible with seeking new employees must do so as soon as feasible whenever a position becomes available. The departed employee often gives the HR department this amount of time to quit, and the HR department should fill the position as soon as feasible to avoid delays and bottlenecks in the organization's procedures. As a result, fast firing is a difficult task (Louw, 2013).
DeleteAgreed with the argument Menupa. While there are many barriers to overcome, multinational firms such as IBM, HSBC, P&G, Novartis, ThyssenKrupp, and Schlumberger have shown that success is possible with the commitment, leadership and involvement of the top management (Farndale et al., 2010; Lane & Pollner, 2008; Palmisano, 2007).
ReplyDeleteThank you Khalid.A fine-tuned recruitment process not only allows you to meet your hiring objectives, but it also allows you to do so rapidly and at scale (Djabatey, 2012).
DeleteAgreed with your arguments, Further, social media allows recruiters to find satisfactory hires that concentrate on skills, hire applicants, examine candidates, and display agency logo (Jobvite, 2014), therefore this has been the major benefit factor for organizations to use social media to target job seekers.
ReplyDeleteThank you Randika.Furthermore, if the recruiter has a strong employer brand, better applicants will be attracted and engaged (Zhao & Liden, 2011). Even at a lower compensation bracket than a small business, more candidates will be eager to work for a well-known and large-size employer. As a result, obtaining top applicants for small and medium-sized businesses with low employer brand value is a difficulty (Zhao & Liden, 2011).
DeleteAgreed, in addition, External environmental conditions also strongly influence recruitment. The unemployment rate, the place of the company, spot shortages in specific skills, projection of the labor force, and the recruiting activities of other employers each impact the recruiter's efforts (Wendy, Roselias, & Brian, 2000).
ReplyDeleteThank you Hemachandra. Recruiters would also contact qualified prospects on a regular basis, and candidates with uncommon, hard-to-find skill sets would explore many job offers at the same time (Rehman, 2012). As a result, greater effort must be made in these circumstances to persuade such applicants to choose the recruiter's firm over others. Furthermore, the candidates will engage in negotiations, which must be compliant with the company's policies and standards, which is a significant problem for modern businesses (Rehman, 2012).
DeleteAgreed with your points, recruitment is a process of finding potential candidates in appropriate quantities and qualities to fill vacant positions within organization(Mushipe, 2004). Recruitment process should be a proactive process to ensure that organization has the necessary talents & experience cannot built within, but obtained from outside(Morrell,2002).
ReplyDeleteThank you Menaka. Because it is a more open procedure, there is a larger chance and likelihood of selecting the best candidate for the job, which would otherwise be limited if internally recruited (Harky, 2018).
DeleteAgrees with your insights presented on challenges in this article. Allen (2009) discusses that undoubtedly recruitment is a dynamic, complex and important aspect of the HR Division. Thus, it is advisable that the HR Division should focus on overcoming the said challenges identified above by you, as unsuitable misfits to the company are a definite cost as the recruitment process may require to be repeated pursuant to such employee resigning or termination of such employment. Further, the opportunity cost and the business, disruption are also factors that are resultant from bad hire.
ReplyDeleteThank you Shanil. Employers choose only one or two selection methods, and not all selection methods to assess a wide variety of employee talents, due to the increased expenses connected with the selection processes. This will often overlook some of the job's requirements and result in the hiring of an incompatible person (Caers & Castelyns, 2011).
DeleteAgreed. Every organization has a vision and a mission on each goal achievement, vision and mission will form of strategic planning which will be more detail to help mangers determine the qualifications and types of skills and competencies needed in selecting the best candidate (Hill and Jones, 2011).
ReplyDeleteThank you Chathuri. Recruiters should be aware of job analysis and job design process, human resources management plan, determines targeted work place in the light of required, desired capabilities and skills and knowledge of vacant jobs. Recruitment efforts should be matched and combined with organizations vision, mission and strategy ( Jackson, Suzan, Schuler, Kandall Awerher, Steve, 2009).
DeleteAgreed with you. Recruiters need to constantly reinvent themselves and the hiring process to stay relevant in the rapidly changing times. For building an optimum recruitment process, the insights from the existing data need to be analyzed and subsequent changes need to be implemented to make it more effective.(My next hire, 2020)
ReplyDeleteThank you Roshini. Recruitment includes several practices and activities which carried out by the organization with the primary purpose of identifying and attracting potential employees. Rynes ( 1990 ) suggested that the recruitment encompasses all organizational practices and decisions that affect either the number, or types of individuals who are willing to apply for, or to accept a given vacancy.
DeleteAgreed with you, However, that is a bigger problem that has to be addressed by first understanding more in detail the existing selection practice with reasons, if any, for preference in a particular approach. Existing literature demonstrates that employers continue to trust their intuition and ‘gut-feel’, thereby unconsciously adopting a very subjective approach in employee selection Fink, S.B.(2011)
ReplyDeleteThank you Gajendran.Job analysis is one of the main topics, since it leads organizations to choose the most suitable person for the job. A job analysis is a tool for determining the knowledge, skills, abilities, and other requirements that are required for each organizational role to function effectively. (Anderson and Caldwell, 2018).
Delete