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RECRUITMENT AND SELECTION | CHALLENGES

 

Challenges of Recruitment and Selection Processes

As the business environment is changing rapidly, it is quite vital for organizations to respond to the human resource requirements in time as it affects the overall effectiveness of the organizational performance (Sunday, Olaniyi and Mary, 2015)

After a review of literature by Yaro (2014), Potočnik et al., (2021), Otoo, Assuming and Agyei (2018), Waxin et al., (2018) and Ufuoma and Omekwu (2022) the following challenges of the recruitment and selection could be identified.

i. Poor human resource planning

Identifying the human resource needs and recruiting the ideal candidate is quite vital for a business in order prevent unnecessary costs in relation to recruitment. Recruiting unnecessary candidates or not recruiting the needed candidates to run the business smoothly will impact the effectiveness of the organizational performance. It is the prime duty of the human resource department to ensure that the correct person is recruited at the right time and for the right position.

 

ii. Cost of recruitment process

Some companies may not be able to afford a high cost on recruitment as advertising is one of the major methods used by organizations to attract the ideal candidates (Potočnik et al., 2021). So, there is a high chance that the companies might lose the ideal candidate to recruit as they could not afford the expensive methods in the recruitment process.

 

iii. Impersonation and lack of relevant education, skills and experience

Some candidates might show the qualifications which belong to other people as his in order to get selected for the job position. Also the candidates might not possess the relevant education, skills and experience in order to carry out the duties involved with the job opportunity.

 

iv. High compensation expectations

Another challenge in the recruitment process is the high salary expectations. The most ideal candidate might request a higher compensation for the job which the company might not be able to provide. The company will then have to next best person for the job, instead of the most suitable candidate (Waxin et al., 2018)

 

v. Other employer competition

Jobs with less number of ideal candidates in the resource pool will result in high competition between organizations to recruit the people for the job position. Organizations might start offering different benefits to get the attention of the ideal candidates.

 

vi. Nepotism and Favoritism

High ranking officers in the management might use their power to influence certain recruitment decisions such as recruiting family members or friends instead of recruiting the most qualifying candidate for the position to fulfill the efficient pool of human resource.

 

vii. Location of the business

If the business is located in a rural or far from the city, the suitable candidates might be reluctant to relocate themselves in those areas which are not convenient for them.

 

The recruitment process of the reputed international school I work for faces some of the challenges mentioned above.

High compensation expectations is the main challenge faced by the school. The good name of the international school has led the candidates to believe that a higher compensation is paid. The current situation of the country has led to less number of admissions to the school and students leaving the school as some of the parents are currently struggling to satisfy the basic needs. So the school is currently unable to cater the need of higher compensation for the candidates.

Also, there is a huge competition between the international schools to recruit from the limited resource pool of teachers.

All in all, it is quite important to ensure to minimize the above challenges for a smooth and efficient process of recruitment and selection (Searle and Al - Sharif, 2018)

 

 

 

List of References

Otoo, I.C., Assuming, J. and Agyei, P.M., 2018. Effectiveness of recruitment and selection practices in public sector higher education institutions: Evidence from Ghana. European scientific journal, 14(13), pp.199-214.

Potočnik, K., Anderson, N.R., Born, M., Kleinmann, M. and Nikolaou, I., 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.

Searle, R.H. and Al-Sharif, R., 2018. Recruitment and selection. In Human Resource Management (pp. 215-237). Routledge.

Sunday, A.O., Olaniyi, D.E. and Mary, F.O., 2015. The influence of recruitment and selection on organizational performance. International Journal of Advanced Academic Research-Social Sciences and Education, pp.1-63.

Ufuoma, E. and Omekwu, C.O., 2022. Challenges of Recruitment and Selection Process of Librarians in Federal University Libraries in South-South, Nigeria. International Journal of Knowledge Content Development & Technology, 12(2), pp.29-40.

Waxin, M.F., Lindsay, V., Belkhodja, O. and Zhao, F., 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.

Yaro, I., 2014. Recruitment and selection in the Nigerian public service: Nature, challenges and way forward. British Journal of Economics, Management and Trade, 4(7), pp.1005-1017.

 

Comments

  1. NeelSeptember 6, 2022 at 7:54 AM

    well explained Nimshi, Furthermore, according to Gupta and Kumar (2014), A successful recruiting strategy would attract a large number of qualified candidates who, if presented, would take up the job. It should also provide information in such a way that unqualified applicants can self-select from job candidates; that is, a good recruitment program should attract the qualified and not attract the unqualified.

    ReplyDelete
  2. NeelSeptember 6, 2022 at 7:58 AM

    well explained Nimshi, Furthermore, according to Gupta and Kumar (2014), A successful recruiting strategy would attract a large number of qualified candidates who, if presented, would take up the job. It should also provide information in such a way that unqualified applicants can self-select from job candidates; that is, a good recruitment program should attract the qualified and not attract the unqualified.

    ReplyDelete
  3. Ashfaq NazeemSeptember 6, 2022 at 12:29 PM

    The job-portals have the challenge of filtering the information they showcase and removing the fake job offers as well as the job seekers (Bhupendra & Swati, 2015)

    ReplyDelete
  4. Ashfaq NazeemSeptember 6, 2022 at 12:30 PM

    The job-portals have the challenge of filtering the information they showcase and removing the fake job offers as well as the job seekers (Bhupendra & Swati, 2015)

    ReplyDelete

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