CHALLENGES OF RECRUITMENT AND SELCTION PROCESS

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Poor Human Resource Planning: 

Good human resource planning translates the major organizational goals into specific human resource objectives, policies and practice. However, poor planning for human resource affects the effectiveness of the recruitment and selection process. That is, the organization will not be informed of its accurate human resource needs, which causes the recruitment and selection may process to recruit persons who do not fit for the job. (Kaplan and Norton, 2004).

Cost of the Recruitment Process: 

In order to have a large number of applicants an organization will have to incur costs in advertising. Advertising is a major method used to attract a greater pool of applicants. Comparatively, advertising is quite costly compared to other methods used to attract applicants to apply for vacancies in an organization. The medium used in advertising is newspapers, television, radio, internet among others. Irrespective of the method used in attracting applicants, the organization incurs high costs, especially when recruiting employees through external sources. More so, among the various medium of advertisement, it is also quite difficult to identify which method will attract more applicants for the job. The recruitment on objective may not be achieved if the advertisement does not reach the intended targeted group of persons. For instance, advertising in a particular newspaper may not achieve its purpose if there is a limited readership of that particular newspaper. (Zinyemba, 2013)

Impersonation:
 
There are also cases of misrepresentation where applicants use certificates that belong to others such as family and friends. This is normally the case when two people have the same name or the same surname. When an organization encounters such a situation, the contract between such an employee would have to be abrogated and the job offered to another. (Zinyemba, 2013)

Nepotism and Favoritism: 

Management sometimes uses their power by virtue of their position to influence recruitment and selection by recruiting family members, friends, and close allies instead of recruiting the most qualified candidate. This does not allow the recruitment and selection process to achieve its purpose of recruiting persons by merit and the most qualified persons for the job (Morrel & Armstrong, 2009).

The Size of the Organization:
 
The size of the organization also affects the recruitment and selection process from achieving its objective of employing only qualified persons who are fit for the job vacancy. A small firm may be financially constrained into television, which may not allow the organization to attract a large pool of applicants. The organization may resort to recruiting internally, resulting in employing persons who may not be highly skilled for the job (Morrel, 2002). More also qualified job seekers tend to prefer to work in large organizations than small organizations. This is because large companies are able to pay their employees much higher than smaller ones (Zinyemba (2013).

The location of the organization: 

The location of a recruiting organization has a great effect on the recruitment and selection process. That is when an organization is located far from the city, say in a rural area, and far from city centers or regional towns, the pool of applicants is affected, because applicants may not want to relocate to such towns (Kaplan and Norton, 2004).
 
References

Armstrong-Stassen, M. and Lee, S.H., 2009. The effect of relational age on older Canadian employees' perceptions of human resource practices and sense of worth to their organization. The International Journal of Human Resource Management, 20(8), pp.1753-1769.

Kaplan, R.S., Kaplan, R.E., Norton, D.P. and Norton, D.P., 2004. Strategy maps: Converting intangible assets into tangible outcomes. Harvard Business Press.

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. Nifrash IbrahimSeptember 2, 2022 at 12:46 AM

    In human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization

    ReplyDelete
  2. Virosha AriyawanshaSeptember 2, 2022 at 3:27 AM

    It is critical to have a well-defined recruitment policy in place that can be effectively implemented in order to find the best candidates for open positions. Selecting the wrong candidate or rejecting the appropriate applicant could be costly blunders for the company. As a result, a company's recruitment strategy must be effective and efficient in order to attract the best talent. HR Planning, attracting applicants, and screening them are all part of the process. These steps are influenced by a variety of internal and external factors. The recruiting and selection decision is critical because it is the vehicle for attaining the best possible person-to-job match, which will contribute considerably to the Company's efficiency ( Nagarajan and Fathima, 2014).

    ReplyDelete
  3. Isuri PinnaduwaSeptember 2, 2022 at 7:53 AM

    Agree with you Shafaz. In some instances, the recruitment process will not provide candidates with enough qualifications, and finding a suitable candidate would be a challenge. In this kind of situation, the best candidate will be selected rather than finding the most suitable candidate and in these cases, the learning and development capacity of the candidate should also be evaluated by the organization (Djabatey, 2012).

    ReplyDelete
  4. Asitha GalhenaSeptember 2, 2022 at 11:59 AM

    As you correctly mentioned, collusion and nepotism are prominent problems in recruitment. The most common way of nepotism is when a company's owners or top managers with influential power interfere with the recruitment process. This may include hiring someone they know personally, a family member, or a close friend, which will cause other candidates to feel disadvantaged and disappointed by the organization (Baron, Musthafa, Agustina3, 2018).

    ReplyDelete

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