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Challenges of Recruitment & Selection

 

Selection and recruitment are one of the most important processes in an organization being repeated periodically. Through this, the company attracts the most suitable candidates which have a major influence on the company’s success. Attracting the younger generation would be more challenging as their current need should be addressed strategically and should be presented innovatively.

Employment is one of the most important aspects of staff management in an organization, not only because it is a vital factor in the formation of an entity (actually to set up it) but also because it is a permanent activity (Emilian, 1999). To be successful, organizations have to solve the issues regarding the staff efficiently by identifying the right set of people who has the potential to meet the career needs expected using the appropriate methods of selection.

Video 1

The video highlights the Recruitment challenges and constructive solutions in the corporate world. The video is presented by Mr. Rajesh Pandey on challenges faced by him and organizational recruitment challenges.


Source: (Resource Master, 2015)


Identifying the right applicant for the job seems like searching for the sharpest needles in a pile of needles and without a good process, it is likely to get poked a few times (Dan, 2012). Based on the nature of the job, size of the workplace, and type of role for which the recruitment and selection are done will differ the challenges faced by the hiring managers.

 

 Figure 1: Highest-Impact Strategic Recruitment Challenges


Source: (Djabatey, 2012)

Candidates who have extraordinary skills will be often contacted by recruiters of different entities and extra effort must be put into such cases to persuade such candidates to select the recruiter’s company over other companies. Also sometimes candidates will tend to negotiate and the negotiations should be compatible with the company policies as well which is a great challenge faced by modern organizations (Rehman, 2012).

In some instances, the recruitment process will not provide candidates with enough qualifications, and finding a suitable candidate would be a challenge. In this kind of situation, the best candidate will be selected rather than finding the most suitable candidate and in these cases, the learning and development capacity of the candidate should also be evaluated by the organization (Djabatey, 2012). 

Further, the hiring of a new candidate within a limited time frame would be a challenge for hiring managers as that would be the resignation period offered to the employee already. In order to reduce the bottlenecks, the vacant positions should be filled immediately, and hence fast firing is a challenge (Louw, 2013).

The challenges faced in the selection and recruitment in attracting the best candidate could be overcome using management theories and procedures.


References

Dan, B. Commentary: Use Objective Measures When Hiring Salespeople; Idaho Business Review; BridgeTower Media Holding Company: Boise, ID, USA, 2012.

Djabatey, E., (2012). Recruitment and Selection Practices of Organisations: A Case Study of HFC Bank (Gh) Ltd., s.l.: Diss. 

Louw, G., (2013). Exploring recruitment and selection trends in the Eastern Cape. SA Journal of Human Resource Management, 11(1), pp. 1-0. 

Rehman, S., (2012). A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction, and Retention. Global Business & Management Research, 4(1).

Resource Master (2015) Recruitment Challenges and Constructive Solutions by Mr. Rajesh Pandey. [online video] Available at:< https://youtu.be/x00bnKirkoI> [Accessed 17/08/2022].

 

 




 

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Comments

  1. Ashfaq NazeemSeptember 5, 2022 at 10:58 PM

    Very clear article Isuri and also to add, The job-portals have the challenge of filtering the information they showcase and removing the fake job offers as well as the job seekers (Bhupendra & Swati, 2015)

    ReplyDelete
  2. Shafaz AhamedSeptember 8, 2022 at 1:27 AM

    Hi Isuri! Very well explained. Adding my thoughts to this, the competency level of HR managers has a major influence on recruitment and selection, and experienced HR experts within the HR department will not only shorten vacancy duration but also improve the quality of the applicants. Moreover, effective recruitment and selection are possible only if there is a dedicated and competent HR team (Kaplan and Norton, 2004)

    ReplyDelete
  3. Archana pragashSeptember 16, 2022 at 2:32 AM

    Hi isuri ,
    screening out unqualified Candidates and then send qualified candidates to the organization and that is also by Using job criteria provided by the organization itself. However, the private employment agencies Can be costly thus not every organization can bear the cost(Myrna L. Gusdorf, 2011).

    ReplyDelete

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