Challenges in the recruitment and selection process

 As stated in the previous blogs, employment is one of the most crucial aspects in staff management, as it is a permanent activity and an essential condition of creating an organization (Denisa, 2017). According to (Bach, 2005), competitive advantage of an organization can be measured by quality of products, services, therefore, the best products and services offered to customers can be a result of the brains behind them, in other words, the employees of an organization. Thus, it is pivotal to have a sound and well-defined recruitment and selection policy in place that would help the process select the best fit candidate for the applicable job opportunities.

Selecting the wrong candidate or rejecting the right candidate could have a costly impact on the organization, thus, it is important that organizations evolve in order to deal with the challenges associated with the recruitment and selection process. According to (Nagarajan & Fathima, 2014), it has become a challenge for organizations to adapt to practices that would help them stand out in the market. However, it is also seen that as organizations do evolve and change according to the standards of the market, new recruits show a willingness to learn, adapt and have the ability to work as a part of a team.

According to (Nagarajan & Fathima, 2014), some of the challenges faced by organizations in the recruitment and selection process are:

  1. Adaptability to globalization: HR professionals are required to be updated with the changing times that are taking place around the world in order to stay competitive.
  2. Lack of Motivation: HR professionals are not acknowledged for selecting the right candidate, thus, making the process a thankless job.
  3. Process Analysis: The process needs to be flexible and responsive to the immediate recruitments. It also needs to be a cost-effective process.
  4. Strategic Prioritization: Reviewing the staffing needs and prioritizing tasks to meet the challenges in the market has become a new challenge for those in the HR department.

A study conducted by (Samwel, 2018), resulted in finding the following challenges in the recruitment and selection process as well as many more:

  1. Lack of good recruitment and selection plans: a common problem in this process is its human recourse planning (Kaplan & Norton, 2004).
  2. Lack of effective recruitment, selection, and retention policies: (Cascio, 2003) supported that an organization’s inability to formulate and implement capable strategies for recruiting competent employees and retaining them to achieve organizational goals is one of the main challenges facing organizations’ performance
  3. Changes in recruitment technology: 10.1% of the total respondents in this study mentioned that the change in technology is one of the challenges in the recruitment and selection process.
  4. Lack of well-defined job descriptions: According to (Foot & Hook, 2010) “key to stages of a systematic approach to recruitment is job analysis, job description, person specification and attracting applicants through the various process of recruitment.”

Furthermore, research conducted by (Zinyemba, 2014) found that cost of advertising, nepotism and favoritism, fake qualifications, changes in business model, location of a company, political interference, over qualification syndrome, and outdated job descriptions all contribute to the challenges of the recruitment and selection process.

References

Bach, S., ed., 2005. Recruitment and Selection. In: Personnel Management. s.l.:Blackwell.

Cascio, W. F., 2003. Managing human resources productivity, Quality of work life and profit. 6th ed. Boston: McGraw-Hil.

Denisa, A. E. -., 2017. NEW CHALLENGES IN RECRUITMENT AND SELECTION - ATTRACTION OF THE Y GENERATION. Cactus Tourism Journal, 15(1), pp. 40-52.

Foot, M. & Hook, C., 2010. Introducing Human Resource Management.. U.K.: Pearson education.

Kaplan, R. S. & Norton, D. P., 2004. Measuring the Strategic Readiness of Intangible Assets. Harvard Industry Review, 82(2), pp. 52-64.

Nagarajan, G. & Fathima, K. N., 2014. Challenges in recruitment and selection of employees. Elixir International Journal, Volume 67, pp. 21535-21540.

Samwel, J. O., 2018. International Journal of Business and Management Invention. International Journal of Business and Management Invention and Retention Process in Small Industries in Mwanza Region., 7(3), pp. 35-41.

Zinyemba, A. Z., 2014. The Challenges of Recruitment and Selection of Employees in Zimbabwean Companies. International Journal of Science and Research, 3(1), pp. 29-33.

Comments

  1. Afzal FarookDecember 7, 2022 at 9:49 PM

    A good blog article Onita. While agreeing with you on the challenges of recruitment and selection, in modern days social media has become handy in screening a candidate during a selection process. According to Landers and Schmidt (2016), the practice of incorporating information acquired via social media into the selection process is now quite common. As social media users can view and explore content from both their own connections and the connections of others (Boyd and Ellison, 2008).

    ReplyDelete
    Replies
    1. Onita JayawardenaDecember 9, 2022 at 4:19 AM

      Thank you for the comment Afzal. A study conducted by Siddiqi & Alam (2016) states that social media has been revolutionizing organizational strategies and since a higher number of users are available on social media it has become a house of diversity. Further to that not only does social media help reach a broader audience with respective job opportunity it also helps to find the needs and demands of prospective skills in various industries by giving an outlook on the history, culture and products of a company (Kumar, 2008)

      Delete
  2. Manodya PereraDecember 9, 2022 at 8:06 PM

    Well explained Onita. I suppose that building a such strong employee brand is quite a good challenge. According to Bika (2022), a good employer brand helps you attract and engage better candidates. Organizations that invest in employer branding are three times more likely to make a quality hire. Yet, it’s a complex process that includes anything from ensuring a positive candidate experience to promoting your culture on social media. It’s a continuous, collective effort that requires you to step out of your usual duties and secure buy-in from your coworkers.

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  3. Tharindu Nirushan De SilvaDecember 10, 2022 at 6:40 AM

    Agree with the content Onita. Employment is one of the essential components of personnel management since it is a permanent activity and a prerequisite for the formation of an organisation. To remain competitive, HR professionals are obliged to be abreast of the global changes occurring in the present. HR professionals are seldom appreciated for picking the proper individual, thus, making the process a thankless job. Cost of advertising, nepotism and favouritism, phoney qualifications, changes in business model, corporate location, political influence, and obsolete job descriptions all add to the difficulties of the recruiting and selection process.

    ReplyDelete
  4. Deyan BastianszDecember 11, 2022 at 8:54 PM

    Agreed to the content Onita Garcia Jayawardena. Also with personal experience in the aviation industry choosing the right candidate for the job is vital as many people pretend to be the right candidate but once recruited they are not suitable for the job and poses a risk towards the operation.

    ReplyDelete
  5. Nimal BandaraDecember 13, 2022 at 2:00 AM

    Hi Onita, It is a well-developed one and agreed with the content. I found some relevant information from the book "ARMSTRONG'S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE" and mentioned here.
    Every experienced HR professional in charge of recruitment and selection will on occasion encounter a position that is particularly challenging to fill. Any compromise that results in appointing someone who does not meet the requirements must be avoided in this circumstance. The following steps must be taken in order to approach the issue constructively (Armstrong, 2014):
    ● Ensure that all the possible sources of candidates have been used.
    ● Consider any ways in which the advertisement or website entry could be made more attractive.
    ● Check that the person specification is realistic – that the requirements have not been overstated.
    ● Consider whether it might be necessary to improve the package offered to candidates – check market rates to ensure that the level of pay and benefits are competitive.
    ● In discussion with the line manager, examine the possibility of reshaping the role to increase its attractiveness.
    ● If the worse comes to the worst, discuss with the manager alternative ways of carrying out the work with existing staff.

    ReplyDelete
  6. Thashmika PereraDecember 14, 2022 at 7:10 AM

    Valid Arguments. Recruiting has become difficult for many businesses, but some more so than others. In addition, I think it's important to point out that many people like searching for work in the parent company rather than in a subsidiary. This will make it harder for the subsidiaries of a group to attract qualified candidates for employment.

    ReplyDelete

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