Navigating Recruitment Challenges

Introduction

The term recruitment pivotal in HRM dissertation help, is used to define the process of searching for potential employees and influencing them to work for the organisation. The purpose of recruitment is to look for a talented and qualified individual for the development of the company. The importance of recruitment in HRM cannot be understated. The process of recruitment makes sure that the candidate is higher after meeting the legal obligations of the organisation. Additionally works on reducing the stress of business organisation by having the needed documents that are important for the employee to work together in the organisation. The research literature in the current regards works on underpinning the possible challenges faced by HRM during the course of recruiting a potential employee. The research literature additional points out the possible theoretical framework needed to hire an employee within a business organisation. In addition to that, the research proposes a recommendation that can help in overcoming the potential challenges in hiring employees. Finally, there is a short reflection providing an insight into the knowledge gained after completing the chosen assignment

Background and rationale

In the current environment of borderless recruitment companies are subjected to an array of challenges suggest technological and social changes coupled with cultural diversity, political instability and ageing population. As a result of this, there is an ever-increasing focus on ensuring effective recruitment (Belciug et al. 2019). Hiring the right candidate has never been necessary; it is the company's ability to find and attract skilled employees determining the success of the business by meeting the growth objectives of the organisation. Talent acquisition is now an agenda of business owners and chief executive officers alike. The current landscape of recruitment is totally different used to be one or two decades ago. The recruiter in the present scenario needs to be proactive for sustaining in the ecosystem as it continues to emerge potential challenges. Business organisations tend to leverage the skill of the employees for harnessing success for the organisation (Raymond et al. 2018). It is for the same reason it is equally essential for the recruitment managers to hire the right employee and retain them along with the existing one, for ensuring corporate success

Literature review

Challenges in recruiting the employees

Attracting the right kind of candidate that needs the organisation of objective and goal is a prime importance and difficult to be carried out. The options for hiring the right candidate are limited. However, Scott (2019) give the fact it is not always about the number of candidates applying for a specific job; it is about hiring the right people that can be done from a smaller pipeline of qualified talent. There remains no secret that hiring managers are living in a candidate-driven market with the demand to full open position outstripping the supply in several industries. It means that the recruiters are subjected to a demanding and comparative talent market with several recruiters going for the same candidate. HR implement antiquated practices of hiring are often subjected to the risk of losing and not converting the great candidates feeling to hire the quality applicants (Michaelides, 2018). Candidates not only actively look for the position but tend to be receptive to cold calling so that the recruiters need to go beyond this to gather the attention of candidate.

Losing the candidate with multiple offers can be termed as a recruitment challenge for modern recruiters. The demand for a candidate is higher than the supply within the labour market. Candidate tends to be selective when it comes to choosing their future employees, and often they have several offices to choose from by analysing the later stages of the interview. This can be highly deserving for the recruiters who have invested a lot of time and effort for finding the right candidate only to realise the numbers are working against their favour leading to the loss of candidate (Girotra and Kaushik, 2018). An additional challenge remains with the candidate the recruiter has previously decline the candidate has gained the needed in the recruiter to look for the new talent pool. It is for the same reason, extremely crucial to engage the qualified candidate's good candidates are often contacted by the recruiters on a regular basis, making it harder for an email to be left out. The recruiters need to put extra effort in pursuing the candidates to choose their company over the others. As pointed out by Schake and Craft (2019), hiring these days is a competition, and most of the recruiting managers want to retain as fast as possible. The reason for a speedy hearing can be attributed to the vacant position that causes money while leaving the business operation. A long time is invested in hiring towards the possibility of a shortage of qualified candidates. The process of hiring may be cumbersome, and the hiring team may struggle to reach a result causing the talented candidate to look for a job elsewhere.

Relationship with the hiring manager: relationship with the hiring manager can break or make an effective hiring process. Several issues may crop up between the hiring managers and recruiters, which are highly multilateral. A research-based study conducted by Fitzpatrick, Horner and Ivacko (2018), states that 80% of recruiters perceive to have a very high or moderately high understanding of the job for which they line up the potential candidates. Sixty-one percentages of hiring managers believe that the recruiters have moderate to in-depth knowledge of the job responsibilities for which they need to hire (Fitzpatrick, Horner and Ivacko, 2018). Similarly, 77 per cent of the hiring managers state that candidate screening carried out by recruiter is inadequate and fails to meet the organisational standards (Eidson, Roman and Cahill, 2017). While on the other hand, 51% of recruiters express the dissatisfaction with hiring managers stating the fact is the hiring manager should ensure better communication and things they are looking for in a candidate supporting there with relatable examples (Eidson, Roman and Cahill, 2017). 54% recruiters complaint the hiring managers expect the recruiters to place the candidates in how to fill positions at a quick pace. Similarly 43% of hiring managers which the recruiters could build up a group of talent comprising of potential employees so that the company did not start the process of recruitment from scratch in order to fill the current organisational vacancies (Mirick, 2016).

The millennial is the new generation that demands maximum endeavour to be invested for retaining employees. The new generation is driving the expected bottom-line and makes up almost half of the workforce in 2020 (Eidson, Roman and Cahill, 2017). The millennial is likely to dominate the workforce as the baby boomers tend to retire progressively. The millennial are seen to possess buried characteristics different from the previous generation and have close contact and awareness about the latest technology that tends to favour their skills making them an acceptable choice for most of the organisation. The last point is the particular challenge for the recruiter’s candidate, who leaves their employment quickly, reflects poorly on the hiring manager. This can increase the possible workload on the hiring manager who needs to find the candidate to fulfil the organisational vacancy. Hence, it is essential to retain millennial and makes the work millennial-friendly. Arik and Geho (2017), states that the new talent management challenges of the industry is technology, creates a problem for the process of recruitment. The transformation change in business environment brought due to the Industrial Revolution and created a perfect storm for strategic HRM initiating a need to explore the implication for talent management theory and practice.

They are finally developing the analytical skills necessary in the current scenario to overcome the possible challenges associated with recruitment (Eidson et al. 2017). Recruiters these days cause the capability to implement technological school for obtaining the need advantage human capital data can be used to identify the process of quick hiring. However, the majority of the data need to embrace strategic asset in ensuring proper talent acquisition

Theoretical framework

Challenges in the process of recruitment can be overcome through the implementation of recruitment theory. Recruitment theory related to the possible importance of several factors in career decision of an employee these factors are highly relatable to higher those individuals who are likely to be successful in business as leaders (Arik and Geho, 2017). Retention of the employees can be quickly done to the implementation of the iceberg theory of staff selection. The chosen method works on assessing the skill the knowledge which signifies the tip of the iceberg the part visible by the recruiter (Keegan and Den Hartog, 2019). However, self-image role within the social motivation and individual trait of an employee are all hidden just like the part of the iceberg hidden beneath the water and needs time to be evaluated. Determining the knowledge and skills of existing staff members and employees is a pivotal step in retaining employees. Example employee with a negative self-image is known to exhibit passive behaviour coupled with an increase in motivation. Determining the motives and traits of and demands observation from the HR recruiter. Secondly, it is essential to document the inspection and identify the critical competencies of an individual (Harper et al. 2018). Allocating task as per the essential skills of an employee causes note ban of trades among the employees, ensuring the human resource recruiter need not haste to fill for the vacancies. As a supplement behaviour and observation, it is essential to speak with the members and find out their opinions. Asking specific queries based on the characteristics of competencies of the employees the HR recruiter can make decisions and retain the employees (Michaelides, 2018)

The interest for the applicant is more noteworthy than the stockpile inside the work advertises. The competitor will, in general, be specific when it seeks to pick their future representatives and regularly they have a few offices to look over by dissecting the later phases of the meeting (Schake and Craft, 2019). This can be exceptionally meriting for the selection representatives who have contributed a great deal of time and exertion for finding the correct competitor just to understand the numbers are neutralising their kindness, prompting the loss of applicant. An extra test stays with the up-and-comer the scout has already decay the up-and-comer has picked up the required in the enrolment specialist to search for new ability pool (Girotra and Kaushik, 2018). It is for a similar explanation, very urgent to connect with the certified applicants great up-and-comers are frequently reached by the enrolment specialists on standard premise making it harder for email to be forgotten about (Lee, 2016). The enrolment specialists need to invest additional energy in seeking after the contender to pick their organisation over the others. As called attention to by Eidson, Roman and Cahill (2018), employing nowadays is an opposition, and the more significant parts of the enrolling supervisors need to recruit as quick as could reasonably be expected. The purpose behind prompt hearing can be ascribed to the vacant position that causes cash while leaving the business activity (Adisa et al. 2018). Quite a while is contributed to employing towards the chance of deficiency of qualified competitors. The way toward recruiting perhaps unwieldy, hiring group may battle to arrive at an outcome making the gifted competitor search for work somewhere else.

Conclusion

The assignment provides a clear understanding that the labour market is least with the prime challenge of finding the right employee for a specific job role. It can be concluded that the recruiters need to develop the existing skills to hire the right kind of employees for the organisation and maintain a competitive advantage within the industry. However, during the course of hiring of the new employees, it is essential to know that the recruiters need not witness a shift of concentration from the core competencies that includes taking care of the existing employees

Recommendation

Reflection

The role of the HR manager and recruiters extends way beyond hiring the correct employees for the organisation. The current study provided me with a brief idea of the roles and responsibilities of an HR recruiter. Initially, I had limited idea about the labour market thinking that there is always a pool of potential candidate waiting eagerly to be hired by the best companies. However, after researching the possible challenges in the course of recruitment, I realise that hiring is much more than lining up the potential candidates creating a pipeline. The aspect of corporate image plays a significant role while hiring the right candidate for the organisation. The purpose of technology in the process of hiring has gained immense importance in the last few years (Blatch-Jones et al. 2019). Initially, I exhibit a limited understanding of the relation between technology and recruitment process. Moreover, I felt confused while understanding the possible challenges faced during the course of recruitment.

Upon finding out, I was going to initiate my career in recruitment, and I wanted to see what other people think about the process of recruitment. I now use a resume as a scope for understands the career of a candidate and what they want out of a specific job role. I believe the process of recruitment is more than lining up the candidate it is about understanding their value and being honest with them telling them that this opportunity is what they want and leading them to where expected career path. From this, I have realised that one can get more by exhibiting honesty and appreciating them about their skills and experience and not only meeting the needs of clients.

I believe being honest with the candidate and tell them if the job opportunity is worth their efforts. From this, it is found that the recruiter gets an appreciation of the candidate, which is essential for building a potential pipeline of talented individuals. Completing this assignment, I have realised that it is essential to be ready for all the challenges faced by the recruiters. The aspect of recruitment is placed with problems due to the changing social and political scenario. Political instability creates an uncertain environment within the labour market, making it difficult for the recruiters to choose the right employees. Similarly, the changing social norms that includes relating the company with the higher brand image is its challenge recruiters while hiring employees (Yeates and Pillinger, 2019)

I would like to think that the successful completion of the current assignment has helped me a lot to learn more about the recruitment process and possible challenges. I wish to learn for and become aware of the clients and another side of recruitment. I further hope to recruit candidates and grow my reputation reflecting the values that I have to provide to clients and candidates. Finally, I plan to keep a journal and make entry of the possible actions and reflect on them later for improving my future actions

Dig deeper into Managing Human Resources with our selection of articles.

Reference list

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