RECRUITMENT CHALLENGES 2
Mrs. D’Sena, a well-educated resource manager, was very positive about discussing the problems that they face while finding and hiring applicants for open jobs. She felt that most human resource experts needed to be skillful at identifying and securing the best hires regardless of the job market favoring the candidate. She stated that they must be inventive and know how to recognize talent, beyond just placing an advertisement of jobs. Simultaneously, she stated that it is their responsibility to be good at marketing their companies to latent employees, in order for the most skilled candidates to apply and join their team.
Mrs. D’Sena also discussed how nepotism has been an issue facing most firms. She stated that organizations lack nepotism policy that governs the hiring of relatives. She acknowledged that most people in higher ranks are discriminatory when it comes to hiring new employees and thus this creates favoritism in the organization. She also felt that the market conditions affect the hiring process where in a strong economy, there are difficulties in hiring since they lack qualified candidates and in a weak economy there are too many applicants, and thus this affects the hiring process.
In the interview, she stated that the human resource professionals face evaluation problems while identifying and hiring candidates. The evaluation problems included cost, time, quality and longevity. First, she stated that the recruitment budgeted cost and the real used cost during the process differ. Her reasons for this included improper estimations, a higher number of candidates than the expected candidates and the quantity and cost of the equipment's to be used. Secondly, she stated that human resource professionals are faced with problems of allocating time for the whole process and the time to decide the qualified candidate. Thirdly, lack of qualified candidates also is a problem that they face while recruiting. Lastly, she stated that most of the hired candidates do not stay for a long term and this affects the organization.
Stephen Clarke, (2016, June 6). 5 Biggest Challenges Modern Recruiters Face.
This article is mainly about the challenges that are faced by human resource professionals during the recruiting process. It also provides some of the solutions to these problems. The first problem listed in this article is that most human resource managers are faced with the increasing demand and competitive market where many recruiters are going for the same applicants. It stresses on how human resource professionals who still use antiquated hiring techniques to hire applicants are at a point of losing most qualified candidates since anticipants searching for positions will not be open to a cold calling or even irrelevant emails.
The article also states that candidates have multiple options for future employers to choose from and this disheartens human resource professionals who have put most of their times into identifying the best candidate, only for them to find out that they might lose the candidate to other employers. Also, the rejected candidate by the recruiter potentially moves on to another employer and thus leaving the recruiter to start searching on the pool of candidates again.
The article discusses how the human resource professional relationship with the manager is at stake. Multiple issues arise between the recruiter and the manager which are mostly multilateral. Recruiters believe that they have a high understanding of the job while the managers feel that have a low understanding of the job. The article also provides information on how recruiters face problems in retaining millennials since they might hire candidates who leave their post quickly thus replicating a bad image to both the manager and the manager. They also lack data to make good decisions and improve their hiring process.
Flynn, Robert, and John et al. (2015) Healthcare human resource management. Nelson Education.
This book explains the challenges that recruiters face in the increasingly competitive market. The first challenge is the lack of transparency in identifying and hiring of the candidates. It states how the company makes the mistake of not providing sufficient information about the culture of the company, job description and do not provide Update Company's profile to the job seekers. Candidates lack adequate information and this challenges the recruiters during the recruitment process. It discusses how candidates are great on paper but are not culturally fit. This is because the company does not provide unique culture through branding thus candidates lack the valuable insight before applying for the job. The lack of sharing of companies through social media platforms reduces a better connection between the recruiter and the candidate.
The text also emphasizes on how recruiters and hiring managers lack good communication during the hiring process. Most recruiters do not provide managers with the appropriate tools, and they do not incorporate the interview videos that will help them to compare and contrast the candidates. It also states that recruiters are faced with inconsistent communication approach from the candidates and lack an active talent pool.