Recruitment Challenges
Recruiting the right types of employees and having the job fit remains a big challenge to employers who want to achieve guaranteed success in their business operations and enhance their Return on Investment (ROI). HR departments have become strategic entities in their functioning since they have to recruit the best resources, involve them fully in the organization productively and plan for their value addition in order to ensure retention (Chaudhary & Nirala 2014).
Getting recruitment and selection processes and techniques
right the first time is crucial and is the product of:
- knowing what you want and where to get it (human resource planning)
- being able to specify the required skills, attitudes, and interpersonal skills (job design) to perform the job
- providing appropriate challenges, development, rewards, and opportunities (human resource development, remuneration systems, career and succession plans)
to satisfy and motivate qualified applicants (Compton,
Morissey, Nankervis 2014).
(Ghodasara 2022)
According to Ghodasara (2022), the figure shows 8 main
important recruitment challenges which needs to be considered in the process of
recruitment, and if the challenges can be overcome the company automatically
drives itself toward good reward.
Ineffective recruitment has a number of cost implications
for employers: low morale which can affect employee performance; lost business
opportunities, as well as higher levels of labor turnover. Recruitment and
selection also have an important role to play in ensuring worker performance
and positive organizational outcomes. It is often claimed that the selection of
workers occurs not just to replace departing employees or add to the workforce but
rather aims to put in place workers who can perform at a high level and
demonstrate commitment (Ballantyne 2009).
The organization may resort to recruiting internally,
resulting in employing persons who may not be highly skilled for
the job (Morrel 2002). More also qualified job seekers tend to prefer to work
in large organizations than small organizations. This is because large
companies are able to pay their employees much higher than smaller ones
(Zinyemba 2013). The internal recruiting and the size of the organization and
how reputed it is in society directly affect the skill level of the
employees.
According to Morrel (2002), there are so many challenges
that affect the effectiveness of the recruitment and selection process.
Unreliable selection test scores, competencies on the part of applicants, and delays in giving feedback to applicants, among others. This also leads the
organization towards an unskilled employee environment with unprofessionalism.
Nepotism and favoritism are also two main challenges that
an organization should outcome. There
are also cases of misrepresentation where applicants use certificates that
belong to others such as family and friends. This is normally the case when two
people have the same name or the same surname. When an organization encounters
such a situation, the contract between such an employee would have to be
abrogated and the job offered to another (Zinyemba 2013). Management sometimes
uses their power by virtue of their position to influence recruitment and
selection by recruiting family members, friends, and close allies instead of
recruiting the most qualified candidate. This does not allow the recruitment
and selection process to achieve its purpose of recruiting persons by merit and
the most qualified persons for the job (Armstrong 2009).
In conclusion, this study shows the importance of overcoming
challenges in recruitment and the sustainability of the workplace. As an example, I can state in many companies in Sri Lanka favoritism happens. This automatically leads many departments towards autocratic decision-making. Unless this challenge is not overcome, the quality and the sustainability of the organization might drop drastically. Likewise, overcoming these kinds of challenges in the process of recruitment and selection is so important.
List of References
1.
Armstrong-Stassen, M. (2009). The effect of
relational age on older Canadian employees' perceptions of human resource
practices and sense of worth to their organization. The International Journal
of Human Resource Management, 20(8), 1753-1769.
2.
Ballantyne, I. 2009. “Recruiting and selecting
staff in organizations”. In Human Resource Management, Oxford: Oxford
University Press. ISBN 978-0199-539-37-6.
3.
Chaudhary, N. and Nirala, A. (2014) Recruitment
and Selection and Its Current Challenges, 5(5).
4.
Compton R.L., B. Morrissey, and N. A. Nankervis.
2014. “Effective Recruitment and Selection Practices”. Australia: CCH Australia
Limited. ISBN: 978-1-925091-15-1.
5.
Ghodasara, A. (2022) 8 Biggest Recruitment
Challenges Faced by Recruiters. iSmartRecruit. Available at:
https://www.ismartrecruit.com/blog-recruitment-challenges-faced-by-recruiters
(Accessed: November 29, 2022).
6.
Morrel, J. (2002). Recruitment and Selection.
Retrieved from http//www.kevinmorrel.org.uk.
7.
Zinyemba, A. Z. (2013). The Challenges of
Recruitment and Selection of Employees in Zimbabwean Companies. International
Journal of Science and Research (IJSR)(0nline), 2310-7064.
Agreed. Also, RMs have been measured considering the perception of recruiters only. Have not considered the applicants whose perceptions can be equally important. However, as the majority of recruitment research has been conducted considering Recruitment methods and outcomes
ReplyDeletethe recruiters (Breaugh, 2013)
Thank you Manomi. Further, RMs may vary from each other in terms of its capability to communicate different type of information (Williamson 2003). The literature on talent attraction recognizes that different RMs adopt different communication pattern for communicating different types of information about the organization, profiles, etc. to attract talent.
DeleteShyamal good article and further adding to recruitment challenges, Recruiting and selecting the wrong candidates who are not capable come with a huge negative cost which businesses cannot afford. Thus, the overall aim of recruitment and selection within the organization is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey, 2011).
ReplyDeleteThank you Malshani and I agree on your comment. Understanding the critical aspects of the selection processcan in turn contribute to the study on the potential of improving the selection process by proposingenhancements for an eļ¬cient process appreciated by hiring members and applicants alike (Abbas 2019).
DeleteGood content Manodya. in addition, the Retention of participants is a related and important aspect of recruitment. Poor retention is costly both financially and in terms of time. Early retention techniques should be incorporated into recruitment strategies during the planning phase of the study (Nishimoto, 1998)
ReplyDeleteThank you Kandeepan. Every company strives to hold onto its people assets for the longest time. This improves productivity, maintains uninterrupted business flows, and reduces the cost of rehiring. That is why retention is a top priority for most organizations. But in a competitive hiring climate, employee retention can often be a challenge (Chiradeep 2021).
DeleteAgreeing with the shared content . According to the research, both internal and external sources should be used for recruiting and selection., The findings also showed a strong correlation between recruitment and selection methods and organizational success, Also, the outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. The selection of candidates is mostly influenced by political and socioeconomic factors, To ensure that the best and most deserving workers are hired, the study also advised that formal guidelines and procedures on the recruitment and selection processes be properly followed (Nanor et al., 2022).
ReplyDeleteThank you Ann for your valuable comment. The organization’s decision on whether to adopt the internal or external depends on many factors. Motivating factors have been mentioned on the recruitment and selection process in more than one study, but overall we find that there is a great similarity between those factors and differences that may occur based on the nature of the work of each organization and on the environment Work in which the company does its business (Ahmad 2020).
Delete