Employee Recruitment & Selection challenges

According to Armstrong (2009) recruitment is the process of finding and engaging potential candidates at a minimum cost to fill the vacant positions in an organization. Selection is a part of the recruitment process concerned with deciding which applicant should be appointed to jobs.The recruitment and selection process consists of 4 stages.

 1. Defining recruitment -  Preparing job role and specifications, deciding terms and conditions of employment.
2. Planning and recruitment campaigns - Organizing/planning campaigns to find suitable candidates/applicants.
3. Attracting candidates - Evaluate the alternative sources of applicants, advertising, e-recruiting
4. Selecting Candidates - Interviewing, testing, shifting applications, offering employment, obtaining references, preparing contracts for employment.

Figure 1-Why is it Important to Have an Effective Recruitment
& Selection Process (2016)

Richardson (2003) explains that poor recruiting decisions can produce long term negative effects such as high training and development costs, impact on production of goods and services, and ultimately  the organisation can fail to achieve its objectives due to the poor recruiting.

Global HR Challenges to the Recruitment and Selection process 

1. Labor Market Conditions

According Gusdorf (2008) strength of the economy and labor market conditions will have a significant effect to attract and retain top-level employees. In a strong economy with little unemployment, organization will have to offer higher incentives, compensation or benefits to attract quality applicants.

2. Promotion From Within

Most of the companies use internal promotion process as an employee motivational tool and a rewarding scheme for good work and long term relationship. Internal promotion process creates a staffing gap in their former position and it still creates a position to fill. However that gap is likely to be filled by a lower, less-skilled employee and it has become a challenge for the companies.  

3. Nepotism

Nepotism is hiring of relatives. When hiring relatives most employers require a family members to work in different areas of the organization to prevent favoritism issues and moral problems among employees.

Equal Employment Opportunity Versus Affirmative Action

According to Dessler (2013) equal employment opportunity aims to ensue that regardless of age, national origin, sex, disability, race or color they have an equal opportunity on selection processes such as recruitment, hiring, promotions and compensations.

Affirmative Action is a management tool designed to ensure the equal employment opportunity among employees.
* As an example, a contractor monitors, its employment decisions and compensation systems to evaluate the impact on women and minorities in the organization is an affirmative action.

References

Armstrong, M.(2009). Armstrong's Handbook of Human Resource Management Practice, 11th Ed

Dessler, G.(2013). Human Resource Management, 13th Ed

Gusdof, M. (2008). Society for Human Resource Management

Richardson, M. (2008). Recruitment Strategies - Managing & Effecting the Recruitment Process