The recruitment and selection process has to be cost-effective in
selecting qualified employees required to satisfy the human resources needs of
the organization. Recruiters are now facing difficulties in attracting skillful
and talented candidates. The job market and firms have to work harder to
capture the attention of prized potential employees (Armstrong, and Baron,
2004).
Lack of qualified candidates
These days the candidates have educational qualifications, but most of the candidates don’t have skills especially, critical thinking and problem-solving, teamwork, and collaboration. Professionalism and strong work ethic, oral and written communications skills and leadership, positive attitudes, and good concepts for the organization’s achievements. One of the major recruiting challenges present is the lack of talented candidates. A study by the National Federation of Independent Business has identified that 87% of human resources professionals reported: “few or no qualified applicants" for the positions employers wanted to be appointed (Kanagavalli, Seethalakshmi, and Sowdamini, 2019).
Targeting passive candidates
Through LinkedIn, has been found that 70% of the global workforce is a passive talent who aren’t actively job searching and the rest of the 30% are active job seekers. The positive side is that up to 90% of the passive candidates are interested in hearing about new job offers and opportunities (Zojceska, 2022).
Losing applicants to competitors
Impressing candidates with a good job offer and being able to quickly assist candidates with the position has become another major challenge in the current environment. Businesses know about the need to have competitive offers for jobs that include paid time off, fringe benefits, and flexibility. Workers entering the job market know their manpower value and labor competitiveness (Bika, 2022).
When candidates come in for
an interview, they observe the office environment, people, and tone, set during
the interview. Interviewers must remember the need for an excellent first
impression for the candidates. And the candidates need to feel that they will
be in a supportive and collaborative environment if they are hired for the
positions (Zojceska, 2022).
A delayed hiring process
Efficiency and effectiveness
are a must for the proper decisions, especially for the HR department. Many
recruiters and businesses are unnecessarily delaying the hiring because
searching for the perfect candidate by examining many applicants and waiting
for confirmation from the top management. Another reason is if the recruiters
have a strong candidate in mind for a position but are hesitant to proceed
because of a lack of experience. Then the candidate will lose to the company. Through
the hiring process, make sure to move effectively, otherwise, some great
employees might be loosed (D'Silva, 2022).
Lack of branding
An organization’s reputation
is very important for a better requirement.
If the candidates have never heard of the company name and the company
does not have a strong online review/presence, the organization is less likely
to find quality and skillful candidates. There is worth using the available
resources that the company has already and increasing the company’s presence
online with solid reviews. A prospective candidate will do searching and
research before taking a job and before attending the interviews with the
company. If the company contribution is minimal or, even worse, candidates are
less likely to be interested in working for such an organization (D'Silva,
2022).
Recruitment and selection problems in the retail industry: Experience
The main challenge supermarket
chains face is a lack of qualified candidates with regard to skills, critical
thinking, and problem-solving. This reputed supermarket chain decentralized the
recruitment and selection process to the outlets. Interviews are being
conducted by human resource partners at the outlet level. These human resource
partners are young and have not much experience in recruitment and selection
and are unable to provide a better impression about the working place to the
candidates who are applying for the non-executive vacancies. However, the hiring
process is not delayed and there is not any danger of losing candidates. As a
well-reputed supermarket chain, the company has been able to reach people’s hearts
as a brand, and brand is not a challenge in the recruitment and selection
process for this supermarket chain.
The retail industry, especially
supermarket chains consist of stressful working condition. Most of the candidates
from the new generation refuse to tolerate this stress and finding new
employees for the retail industry has become a significant challenge at present.
Conclusion
Organizations have to face
more challenges in recruitment and selection with regards to both candidates
and human resource personnel. If any organization wants to select the best
candidates, must need to prepare strategies to overcome this problem during the
planning of the recruitment and selection process. Then these organizations
will be able to find out the best-qualified candidates pool from recruitment
and select the best-fitted candidates for jobs. Finally, able to achieve the goals
and objectives of the organizations and survive in the competitive markets.
References
01. Armstrong, M. and
Baron, A. (2004), Managing Performance: Performance Management in Action,
CIPD, London.
02. Bika, N., (2022). The most common recruiting
challenges and how to overcome them. [online] Recruiting Resources: How to
Recruit and Hire Better. Available at:
<https://resources.workable.com/stories-and-insights/common-recruiting-challenges>
[Accessed 3 May 2022].
03. D'Silva, C., (2022). A
Study On Increase in E-Recruitment and Selection Process. [online]
Journals.resaim.com. Available at:
<http://journals.resaim.com/ijresm/article/view/162> [Accessed 5 May
2022].
04. Kanagavalli, G., Seethalakshmi, R., and Sowdamini,
T., (2019). ‘A SYSTEMATIC REVIEW OF LITERATURE
ON RECRUITMENT AND SELECTION PROCESS’. Humanities & Social
Sciences Reviews, 7(2), pp.01-09.
05.Zojceska, A., 2022. Top 20 Recruitment
Challenges to Tackle in 2020. [online] Blog. Available
at:<https://www.talentlyft.com/en/blog/article/331/top-20-recruitment-challenges-to-tackle-in-2020>
[Accessed 3 May 2022].
Another challenge that I think, should be counted according to Armstrong (2020) is blunders that could happen during interviews, as follows.
ReplyDelete1. Interviews can lack validity as a means of making sound predictions of performance, and lack reliability in the sense of measuring the same things for different candidates.
2. Interviews rely solely on the skill of the interviewer – many people are poor at interviewing, although most think that they are good at it.
3.Also Interviews can lead to biased and subjective judgements by interviewers.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
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DeleteTurner (2004) has recommended, “Use a team or panel of at least two and preferably three interviewers. If feasible, have the team interview all the candidates being considered. Also recommended that all interviewers participate in the planning, conducting, and evaluating stages of the interviews and ensuring of all interviewers have been well trained”. I think these recommendations will help overcome the challenges that you have mentioned.
DeleteGood article, another challenge in Recruitment and Selection Process is According the two factor theory money will act as a motivator for the youngster but after a certain period of time money will turn up into the hygiene factor. Money is required but it absence will not motivate the person. So pay scale matters for the candidate. Good people will go for high pay package. There is a difficulty in setting the pay scale of the candidate (Anja Zojceska, 2019).
ReplyDeleteIbrahim and Boerhaneoddin (2010) found that salary had a considerable impact on job satisfaction in the Malaysian environment. Another study by Islam and Hj. Ismail (2008) surveyed over 500 workers from 96 different Malaysian organizations and found that the element of compensation was beneficial in motivating their respondents. So I think today compensation or salary has become a motivator. Due to that employers must really, consider the compensation of candidates while recruiting and selecting them. And I agree with your statement.
DeleteIdentifying 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.” Applicant Attribution-Reaction Theory (AART) has the central idea that the employee selection process is determined by an attributional process in the form of the applicant’s reaction (Rozario, S.D., Venkatraman, S. and Abbas, A., 2019).
ReplyDeleteApplicant attribution-attraction theory (AART) applicant reactions included affection, behaviors, and cognitive reactions. These reactions are not just results of fairness perception and test-taking attitudes, but they can also be the outcome of a succession of attribution processes (Ployhart & Harold, 2004).
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