Present Recruitment Challenges
By 2020, COVID-19 has completely changed numerous things in life. Over the past year, it has changed the recruiting process significantly, where companies assume 2020 will change the way talent is accessed and evaluated in the long term (Mecham et al., 2021). The recruitment process unquestionably has to look into this prevailing direction, whether it approaches a hiring freeze in critical areas or increases hiring in response to new demand in sectors such as healthcare and IT (Fernandes, 2020).
Figure
01: The most affected industries by COVID-19 and its associated risk factors
Furthermore,
A study based on the US population has revealed that the diversification of ethnic
is increasing. Also, it has further stated that the forecasted growth rate of
increasing ethnic diversity will be going up in the future. Therefore, there will be a controversial environment
where social, economic, and cultural issues must be considered carefully in the
recruitment and selection process. Furthermore, this study has suggested that
having a proper understanding of differences in cultural values will enable hiring
the right talents to the company. Also, it facilitates a higher motivation
level among the workforce (Knobf
et al., 2007).
Koo
and Skinner( 2005) carried out research based on an online
survey to evaluate the issues of the internet recruitment process as it has
become one of the most popular methods in recruiting nowadays. This study has concluded
that the recruitments through the Internet are not successful. The majority has
shared their unsatisfactory experiences with the technologies used for the
hiring process, such as email, electronic discussion boards, Usenet forums, and
websites. In summary, untrustworthy, poor lawful environment and fraudulent
misinformation on the Internet have been recognized as major prevailing issues
by the study.
The
common challenges in present recruitments are poor literacy, less supported
family background, language barriers, community contexts, and attitudes over
professional life (Ashing‐Giwa
et al., 2004).
Finally, Considering my current workplace, recruiting the right talent is crucial as it directly impacts its overall performance, productivity, quality of the service, and customer satisfaction. Unfortunately, the current pandemic situation has caused the problems more severe as the end customers of our company, the majority of them are based on the top sectors hit by COVID-19 as shown in Figure 01, were adversely affected by financial stability and consistency of their operations. However, our company always tries to create a competitive advantage by hiring the industry's best talents. The top management believes that investing in highly skilled employees always enables a sustainable environment within the industry. This strategic decision was evident during the current global health crisis. Our company could facilitate optimistic solutions at an affordable cost to our customers while securing a good relationship with our clients because we are well-versed with the right talented people.
In summary, recruitment
challenges are commonly available for all companies. However, managing the challengers
can be different from company to company. The HR team should proactively plan
the recruitment and selection process. It is advisable to obtain feedback
from interviewers and interviewees regularly to improve the system. Due to the current
health crisis, it is better to consolidate with new technology because it will
help companies conduct the recruitment process effectively. Furthermore, it
is important to implement a culture within the company to create a common platform between the vision of the company and the recruitment framework.
References
Ashing‐Giwa, K. T. et al. (2004). Breast cancer survivorship in a multiethnic sample. Cancer, 101 (3), pp.450–465. [Online]. Available at: doi:https://doi.org/10.1002/cncr.20370.
Chamola, V. et al. (2020). A
Comprehensive Review of the COVID-19 Pandemic and the Role of IoT, Drones, AI,
Blockchain, and 5G in Managing its Impact. IEEE Access, 8,
pp.90225–90265. [Online]. Available at: doi:10.1109/ACCESS.2020.2992341.
Fernandes, N. (2020). Economic Effects
of Coronavirus Outbreak (COVID-19) on the World Economy. SSRN Electronic
Journal. [Online]. Available at: doi:10.2139/ssrn.3557504 [Accessed 2 May
2021].
Knobf, M. et al. (2007). Challenges and
Strategies in Recruitment of Ethnically Diverse Populations for Cancer Nursing
Research. Oncology nursing forum, 34, pp.1187–1194. [Online]. Available
at: doi:10.1188/07.ONF.1187-1194.
Koo, M. and Skinner, H. (2005).
Challenges of Internet Recruitment: A Case Study with Disappointing Results. Journal
of Medical Internet Research, 7 (1), p.e126. [Online]. Available at: doi:10.2196/jmir.7.1.e6.
Mecham, J. C. et al. (2021). Recruitment
and Networking With Social Media for the Otolaryngology Match in the COVID-19
Pandemic. Otolaryngology–Head and Neck Surgery, 164 (3), pp.545–546.
[Online]. Available at: doi:10.1177/0194599820957952.
Agreed, Recruitment is a complicated and costly process with a powerful impact on the organization. For successful recruitment must be developed from staff forecasting and planning and from the analysis of the posts which are going to be occupied (Emilian, 1999).
ReplyDeleteAgree with you. Moreover, selecting suitable applicants for the work will assist in sustaining the brand image of the firm. Kapur (2018) declared that the correct applicant is performed, versatile with the company culture, and eventually improves productivity.
DeleteAgreed with your views, As per Denisa (2017), Year by year, generations are evolving, we are in constant change and that is the reason why we have to adapt to all the situations that occur in our everyday life and not only. Taking into account the current needs of young people, according to the research done, they consider that employers do not exploit their real potential and that their necessary skills, such as creativity, are not given too much attention. They are afraid of the pre-employment processes because they believe that the process may be too tough sometimes and that not all job- related information is communicated to them.
ReplyDeleteAgree with your comments; accordingly, it is the liability of the company to choose the right recruitment tool to obtain supreme value out of it whereas, Cappelli (2001) explains that e-recruiting is an HR tool that is a reconstruction in the conception of hiring. Weerakoon & Gamage (2012) reveal that e-recruitment applicable only for junior posts and may not be suitable for recruiting applicants at the senior management level due to information protection regulations.
DeleteYes Harsha, it is a very suitable title to be discussed in the current context. Most of the recruitment processes are done virtually due to the COVID-19 pandemic but more companies have focused on internal recruitment strategies as they have a limited budget for recruitment due to the decrease in profit as a result of the COVID-19 pandemic (Maurer, 2021).
ReplyDeleteYes I do agree. As Sultana and Sultana (2017) suggested, although e-requirement benefits save time and cost of the requirement process, it is beneficial, particularly in the screening phase of the recruitment process. The companies still need to efficiently use e-recruitment for the other steps of the recruitment process, such as questioning, evaluation, choosing, and induction programs. Therefore, there is still scope for advancement in the process of new recruitment methods.
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ReplyDeleteYou have brought forward a compelling argument. The nature of recruitment and selection process is dynamic and complex. It is essential for the recruiter to possess sufficient data of the applicants in order to make a right choice. In the research of Rozario et al (2019) have mentioned that “identifying the right applicant for the job is like searching for the sharpest needles in a pile of needles”. Therefore, without an extremely good recruitment and selection process, organizations may likely to get poked a few times.
ReplyDeleteIndeed! This is a situation where change management plays a fundamental role in the business process. For instance, significant variations can happen in the business due to the implementation of an e-recruiting system. In other words, HR officers need to be tutored to manage the brand-new design. Consolidated technology for the current process can be challenging economically and with the required level of expertise. Therefore, as Cappelli (2001) suggested, it needs to be adjusted to the cultural change.
DeleteAgree with your thoughts Harsha. Addiing to that Some organizations are using Web 2.0 technologies to search for recruits online through social networking sites such as Facebook and MySpace. Websites such as Linkedin, which provide personal profiles, can be consulted. Other organizations are providing ‘blogs’ from existing employees covering their experiences in working for the organization. The main types of online recruitment sites are corporate websites, commercial job boards and agency sites (Armstrong,M.2009).
ReplyDeleteCompanies that hire higher positions must follow modern recruitment methods, as mentioned in your selection methods, rather than usual traditional systems like face-to-face interviews. Selecting proper workers for the unoccupied managerial posts is essential by distinguishing the applicants prepared to do tasks as the exact process expected by the organization (DeBellis, P 2018).
DeleteYes Harsha. Video conferencing and on-line tests can be used in the early stages of the selection process, saving time and cost. Even now there are huge numbers of companies which accept only resumes submitted online. On-line testing is now being used more and more, too (Slavić, et al., 2017).
ReplyDeleteYes, Indeed Chamara, in addition to submitting CVs, new technology applications have facilitated numerous sophisticated ways to improve the recruitment process. According to dgtalworld (2014), position ads communicating to the public, submitting CVs, storing CVs, screening, shortlisting, scheduling the virtual interviews, and selecting the right applicant can be executed by modern recruitments approaches.
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