Challenges on Employee Recruitment

 Challenges of Recruitment and Selection

Figure 1: Employee Recruitment

Depending on the size of the workplace, the type of role in which the appointment or selection is made, the challenges faced, and the perceived problems will vary. Below are some common challenges that organizations face.

Figure 2: Highest-Impact Strategic Recruitment Challenges

• In some cases, the recruitment process will not offer graduates (Djabatey, 2012). So finding the best challenge at the right pool of applicants will be a challenge. In such a case, the nominee will be selected on behalf of a suitable candidate for the job. In such a case, the potential for learning and development of the candidate should be assessed by the organization (Djabatey, 2012).

• Also, candidates can keep in touch with employers on a regular basis, and baptism candidates who have difficulty finding skill sets look at multiple jobs at once (Rehman, 2012). Therefore, more effort should be made in such cases to persuade those individuals to choose an employer company over other companies. In addition, candidates will also negotiate, and negotiations should be in line with company policies and standards which is a major challenge facing modern organizations (Rehman, 2012).

• In addition, HR teams whose job it is to recruit new candidates should find candidates as soon as possible when a vacancy occurs. Normally, this period will be the resignation time allowed by the resigned employee and the department of labor should fill the vacancy immediately to reduce, delays and issues in organizational procedures. (Louw, 2013).

•  Ignorant bias is often the basis for many companies being able to entice recruiting advertisements (Collings, 2014). Effective performance helps a company as it allows employers to hire the best person for a particular job without any interruption without simply providing legal obligations. Therefore, the submission of senior management and their own recommendations will provide for the bias of the nominee and this is a challenge in finding a candidate for the job (Collings, 2014).

• In addition, candidates are attractive and engaging if the employer has a good employer product (Zhao & Liden, 2011). Most candidates will agree to work for a well-known and large employer even at a lower salary than a small business. Therefore, attracting large-scale candidates to small and medium-sized organizations with low employer product value is a challenge (Zhao & Liden, 2011).

• Because of the high cost associated with selection processes, employers use one or two selection methods and not all selection methods to test a wide range of employee skills. This will negate some of the requirements of the job and will select an unrelated employee in some cases (Caers & Castelyns, 2011). Therefore, organizations should use a variety of options in selecting the best person for the organization.

• In addition, when recruiting and electing a candidate, an employee must be prepared for the organization's culture and identify the cultural equality of the candidate before the nomination is a challenge to recruitment and selection (Caers & Castelyns, 2011). The organization can assess the extent of Hofstede's organizational culture and candidates should be grouped and selected according to these criteria to mitigate the challenges facing the selection of inappropriate culture (Caers & Castelyns, 2011).

• In minimizing the challenges faced in the selection and recruitment in attracting the best         candidate, human resource management theories could also be used.

References

• 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.
• 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.
• 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).