Challenges in Recruitment & Selection

 One of the most significant truisms in human resource management is that the personnel process is a system. As a result, it is critical to approach human resource management as part of a much larger cultural and political setting that impact (or even dictate) personnel decisions (Lavigna and Hays, 2004).


·         Approaches for Identifying Challenges

The Applicant Attribution-Reaction Theory (AART) is a framework that was used when it comes to identifying challenges in the recruitment & selection process ( Ployhart & Harold, 2004). Ployhart and Harold's AART approach integrated attribution theory with applicant responses. The core concept of AART was that the employee selection process was governed by an attributional process in the form of the applicant's reply. This was primarily concerned with applicants' reactions to the four primary aspects of selection judgments, as Figure 1. Furthermore, since questions were presented to the interview applicants in order to analyses their viewpoints on how to improve, AART appears to be a suitable theoretical framework in identifying challenges in the recruitment process (Rozario, Venkatraman and Abbas, 2019).


Figure 1: Application Attribution Reaction (AART) Theory (Rozario, Venkatraman and Abbas, 2019)


·         Case Study in Zimbabwe

Moving on to a research with an example scenario, human resource managers in Zimbabwe seemed to have unique challenges when it comes to worker recruitment and selection. This research described the outcomes of a study that was conducted in ten Zimbabwean enterprises, on the issues they encounter in worker recruitment and selection. Brain drain, excessive labor turnover, a lack of skills and knowledge in the labor market, and unemployment have all been identified as concerns. Other difficulties included the costs of recruitment. Smaller businesses competed with larger corporations, which could be better in absorbing the expenses of recruiting who can also pay higher wages. Other issues that employer organizations encountered when recruiting and selecting personnel included a lack of human resource planning, geographical location of positions, and the use of information technology in advertising (Zinyemba, 2014). 


·         Case Study in the UAE

According to Waxin (2018) workforce localization (WL) has become an increasingly obvious concern in the Arab Gulf area, a vital rising market where, in many cases, local residents constitute the minority in terms of population and compete for employment and positions with large numbers of foreign employees. The goals of this article were to empirically investigate and evaluate recruitment and selection (R&S) difficulties and practices connected to WL in the UAE, as well as to compare and contrast them between commercial and public sector enterprises. Data was gathered through semi-structured interviews with HR/Localization managers from five private (PVO) and six public (PSO) businesses in the UAE, representing various industrial sectors. NVivo 10 software was used to analyze the data. It was discovered that both PVOs and PSOs face six common obstacles when it comes to local candidate R&S: 1) Emirati Applicants' (EA) lack of relevant education, skills, and experience; 2) Their high compensation expectations; 3) Their lack of business, industry, and career awareness; 4) Competition from other employers; 5) Sector- and job-person fit considerations; and 6) Resistance from expatriates(Waxin et al., 2018).


Moving forward, this paper discovered abnormalities in the recruiting and selection process in the Nigerian Public Service, which serves as the government's tool for enlarging the workforce and replacing vacant posts left by people who have left the service. It was discovered that sentiment and other fundamental concerns such as ethnicity, nepotism, and favouritism are given greater weight in the hiring process than merit. This had a negative impact on labour turnover and raised governance expenses. The key obstacles noted included continual political meddling shown by politicians' desire to get their relatives into the service; recruitment based only on talents rather than excellent attitude; and the idea of federal character, which further complicated the situation (Yaro, 2014). To wrap it up, it can be said that the constant-changing world of work, as well as unexpected, external societal and economic demands and limits, make the future of selection and recruitment research an intriguing topic to investigate and more challenging day by day (Potočnik et al., 2021).

References

·         Acikgoz, Y. (2019) ‘Employee recruitment and job search: Towards a multi-level integration’, Human Resource Management Review, 29(1), pp. 1–13. doi:10.1016/j.hrmr.2018.02.009.

·         Lavigna, R.J. and Hays, S.W. (2004) ‘Recruitment and Selection of Public Workers: An International Compendium of Modern Trends and Practices’, Public Personnel Management, 33(3), pp. 237–253. doi:10.1177/009102600403300301.

·         Ployhart, R. E. & Harold, C. M., 2004. The Applicant Attribution-Reaction Theory (AART): An Integrative Theory of Applicant Attributional Processing. International Journal of Selection and Assessment, 12(1-2), pp. 84-98.

·         Potočnik, K. et al. (2021) ‘Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities’, European Journal of Work and Organizational Psychology, 30(2), pp. 159–174. doi:10.1080/1359432X.2021.1904898.

·         Rozario, S.D., Venkatraman, S. and Abbas, A. (2019) ‘Challenges in Recruitment and Selection Process: An Empirical Study’, Challenges, 10(2), p. 35. doi:10.3390/challe10020035.

·         Waxin, M.-F. et al. (2018) ‘Workforce Localization In The UAE: Recruitment And Selection Challenges And Practices In Private And Public Organizations’, The Journal of Developing Areas, 52(4), pp. 99–113. doi:10.1353/jda.2018.0054.

·         Yaro, I. (2014) ‘Recruitment and Selection in the Nigerian Public Service: Nature, Challenges and Way Forward’, British Journal of Economics, Management & Trade, 4, pp. 1005–1017. doi:10.9734/BJEMT/2014/7941.

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

Comments

  1. Don upulMay 2, 2022 at 2:44 AM

    Omolade et al.,( n.d.) described that Poor HR planning is a major problem in recruiting and selection, according to Kaplan and Norton (2004). HR planning that is thorough transforms corporate strategy into precise HRM rules and procedures. This is especially true for recruiting and selection strategies and processes. The primary purpose of human resource planning is to place the appropriate amount of people with the appropriate skills, experience, and competencies in the appropriate occupations at the appropriate time and at the appropriate cost. Recruitment and selection rules that are detailed and robust, such as recruitment and selection methods, assessment criteria, talent audits, and processing labor market information, are critical in hiring and deploying appropriate people at the right time.
    Reference
    Omolade, A., Dumade, E., Olaniyi and Oladunni, F. (n.d.). [THE INFLUENCE OF RECRUITMENT AND SELECTION ON ORGANIZATIONAL PERFORMANCE] THE INFLUENCE OF RECRUITMENT AND SELECTION ON ORGANIZATIONAL PERFORMANCE. [online] Available at: https://ijaar.org/wp-content/uploads/2015/11/THE-INFLUENCE-OF-RECRUITMENT-AND-SELECTION-ON-ORGANIZATIONAL-PERFORMANCE.pdf.

    ReplyDelete
    Replies
    1. Theekshana KariyawasamMay 6, 2022 at 9:41 AM

      I agree with you,The proper selection of people for the appropriate positions will aid the company in achieving its goals. When hiring personnel, it's critical to make sure they have the credentials, skills, and abilities needed to do the job obligations in a well-organized manner (Radhika, 2018).

      Delete
  2. Krishan Deepth Namal GamuwageMay 5, 2022 at 1:03 AM

    Recruitment and selection have become a very important and challenging process today as it has a direct impact on an organization's revenue generation potential, employee turnover rate, employee morale, and confidence (Anderson, 2011).

    ReplyDelete
    Replies
    1. Theekshana KariyawasamMay 6, 2022 at 9:12 AM

      Thanks for the comment,Recruitment and selection has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a
      workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009)

      Delete
  3. Naomi KalageMay 5, 2022 at 8:53 AM

    Adding further to your article , According to Baren, Musthafa, Agustin(2018), study show that an organisation can obtain qualified personnel who meet their requirements through the application of effective principles in the process of recruitment and selection, in addition to adopting the principles of clarity, planning, legal aspects, accuracy, fairness, honesty, and trust from HR.

    ReplyDelete
  4. Ravindu MaddumaarachchiMay 6, 2022 at 2:11 AM

    Including AART Theory is very valuable for me. Also, the recruiting and selection process must be cost-effective in terms of selecting suitable workers to meet the organization's human resource demands. Recruiters are having trouble attracting qualified and competent candidates. The employment market and businesses must try harder to attract desirable potential employees (Armstrong, and Baron, 2004).

    ReplyDelete
    Replies
    1. Theekshana KariyawasamMay 6, 2022 at 10:25 AM

      Agree with your point ,One of the most essential goals of any recruitment process is to produce a sufficient number of acceptable candidates while staying within budget restrictions(Rees and Rumbles,2010)

      Delete
  5. Piyumi DissanayakeMay 7, 2022 at 1:20 PM

    As per Samwel (2018) explained organizations face following challenges in recruitment & selection process. Lack of well-defined job descriptions, Use of old and ineffective recruitment, selection and retention methods, Lack of selection interview skills, Failure to identify proper retention strategies to all employees. According to Absar (2012), recruiting wrong employees constrict organization performance and it impact on organization image further,best way to select candidate is a structured panel interview.

    ReplyDelete

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