Recruitment Challenges and Constructive Solutions

 

Any organization's Human Resources (HR) department is critical. The HR department has a variety of objectives and roles to fulfil, including employee selection, employee training, role and regulation implementation, salary determination, and all benefit packages related to employees who work within the organization. One of the most vital decisions made by the Human Resources department is recruitment  (Malik, et al., May 2012). Moreover, recruitment is the first and foremost issue to be considered in Human Resource Management (HRM), because its role is to create a positive impression about the employer in the job market by providing effective stimuli for job seekers ( Huda, et al., 2014)

Need of a Successful Recruitment Program

A successful recruitment program can have a positive impact on employee commitment, productivity, and work quality, including performance. The relationship between employee retention and performance is extremely complicated. There is evidence that if employee retention is poor, performance can undergo, and there is a risk of stagnation if employee turnover is high. Aside from recruitment and employee retention, labour relations can have an impact on employee performance, with issues typically arising due to differences in work, age, and demographics ( Sutanto & Kurniawan, 2016).

Research Study from Nigerian Federal Civil Service

According to a study by Briggs (2007) was to identify the problems with recruitment in the Nigerian federal civil service and to determine the extent to which job descriptions and job specifications were used in the recruitment process. The stratified random sampling method was used to select 190 people from five federal ministries, who were then divided into four major grade level categories. The survey was designed in a descriptive manner, and descriptive statistics were used in the analysis. The survey identified factors affecting recruitment in Nigerian federal civil service as increasing pressures for employment, use of informal sources of recruitment, long military era, federal character principle, lack of independence of the service commission, and delegation of recruitment functions.

As a result of these issues, job descriptions and standard personnel requirements were not used effectively in the recruitment process, particularly at the lowest grade levels. Based on the findings, it was recommended that the federal government enact legislation to protect private-sector employees in order to reduce consistent pressures on public-sector employment. Subjective and informal sources of recruitment should be discouraged in favour of sources from educational institutions and professional organizations. With the establishment of zonal and state offices, the number of federal civil service commissioners should be increased. It was also suggested that the remuneration of federal civil servants be increased. When conducting actual recruitment, the federal civil service should use job descriptions, and personnel requirements should be developed to match position classification in the service. Finally, a research agenda for future research on the reliability and validity of employee selection instruments in the civil service was proposed.

Research Study from the Telecom Sector in Pakistan

According to a study by Malik, et al. (2012), it states on the contribution for a better understanding of the issues and challenges that Pakistan organizations face when it comes to recruitment. This paper also discovered that prejudice has the greatest impact and is regarded as a major issue in employee recruitment in Pakistan, while selection standards have the least impact. Furthermore, the environment is a major issue in the public sector, and prejudice is a major issue in the private sector as well. So, by resolving these issues, the HR department will be able to hire the right person for the right job.

Research Study from Multi-National Companies in Egypt

A study by Darrag, Mohamed and Abdel Aziz (2010) stated on the findings that were revealed by small and medium-sized enterprises (SMEs) who adopted the recruitment process at a higher rate than large enterprises (LEs). Furthermore, the results indicated that the recruitment function is perceived to be run collaboratively by human resource management (HRM) and line management, giving HRM an advantage. In general, two types of recruitment issues were revealed: candidate- and organization-related issues, with the former being more frequently reported by SMEs than LEs. Finally, the findings demonstrated the actual de-recruitment practices used by multinational corporations operating in Egypt. SMEs used less aggressive de-recruitment strategies than LEs, which primarily used recruitment freezing and early retirement.

Recruitment & Organizational Success

The quality and motivation of an organization's employees determine its success in achieving its goals. The applicants' relevant skills, experience, and behavioural traits must be carefully scrutinized and assessed.  During the hiring process, there are numerous things that must be considered and completed. They cannot be repaired later if they are not addressed at this stage. Employees are a source of competitive advantage in hyper-competitive business environments. A careless approach to recruitment and selection would be a huge mistake. Problems with recruitment and selection must be carefully considered and addressed ( Iqbal, et al., 2020).

To conclude with it can clearly be stated that the most valuable resource for any organization is its knowledge-based efficient human resources, who can truly contribute to the organization in terms of development, values, and ethics. Thus, the 'Recruitment and Selection' process is critical for every organization because it enables it to attract and select the best personnel who will lead the organization in the future (Rahim, April 2016).

 

 

References

·         Briggs, B.R. (2007) ‘Problems of recruitment in civil service: case of the Nigerian civil service’, African Journal of Business Management, 1(6). doi:10.5897/AJBM.9000469.

·         Darrag, M., Mohamed, A. and Abdel Aziz, H. (2010) ‘Investigating recruitment practices and problems of multinational companies (MNCs) operating in Egypt’, Education, Business and Society: Contemporary Middle Eastern Issues, 3(2), pp. 99–116. doi:10.1108/17537981011047943.

·         Huda, K., Haque, A. & Khan, R., 2014. Effective recruitment challenges faced by the hospitality industry in Bangladesh. A study on selected star rated residential hotels; Economia;seria management, 17(2), pp. 210-222.

·         Iqbal, Z. A., Hassan, . Q., Zafar, R. & Rafique, T., 2020. Problems in Recruitment. International Journal of Management Excellence, 14(2), pp. 2091-2094.

·         Sutanto, E. M. & Kurniawan, M., 2016. THE IMPACT OF RECRUITMENT, EMPLOYEE RETENTION AND LABOR RELATIONS TO EMPLOYEE PERFORMANCE ON BATIK INDUSTRY IN SOLO CITY, INDONESIA.. International Journal of Business and Society, 17(2), pp. 375-390.

·         Malik, D. S. et al., May 2012. Issues and Problems Faced by Organizations in Recruitment;A Case of Telecom Sector in Pakistan. International Journal on Business and Management Tomorrow, 2(5), pp. 1-7.

·         Rahim, S. A., April 2016. Measurement of levels of satisfaction of staff about the recruitment and selection process of Mutual Trust Bank Limited: an exploratory study. The Business and Management Review, 7(3), pp. 282-292.