ROYHANES REMZEE BIN BAHARIN

Student ID: 1151403616

HRM Assignment

ABSTRACT
Recruiting good employees can be challenging. While prospective recruits
may have the right skills to match the job including education and work
history there are multiple characteristics beyond whats outlined on paper
that will determine if an employee is right for the job. And determining
whether a person will be the best fit for an open position during the interview
process can prove difficult.

Recruiting the right employee to the company may refer as not only to
consider the talent skills alone because it will not guarantee that you will hire
the right candidate. Employees should posses a combination of skills and
characteristics which are harder to quantify. Here are some things to
consider.

Hiring importance aspect includes to have clearly define what company are
looking forward for. While not every employee will posses all the skills outline
within the job description by prioritizing those consider a "must have" talent
first. This will help company to extract the good candidates from bad when
hiring in progress. These requirements may differ from job to job, but should
include, at the bare minimum, all the skills needed to perform the job.

Problem Statement
Recruiters Hiring Challenges Today
1) Demanding- While last decades workers may have been happy with
a 9 to 5 position, todays talent is much more demanding. They want to
focus on projects, not just their overall jobs, and they want business
hours that are less stringent and predictable.

2) Transparency- Todays job candidates dont want to be kept in the

dark as they want to be a part of the company and know about the
culture they can expect. The company should acknowledge the
direction of the company goals and updating performance from time to
time to ensure success. One of the best ways to do this and reach all
employees and customers at the same time is through social media or
retreat program to close the gap.

3) Consumerism- Many job candidates these days look for jobs in a way
that is similar to the way that customers look for a company to do
business with. They want to be treated well, want to know the
company is trustworthy or not, and want to be satisfied with their new
position. Company has to treat job candidates and employees the
same way they would treat a customer. This will result employee will
be happy with company decision and will work their best to ensure
their career success.

4) Total Talent- As the merging of cultures continues into the 21st

century, there is a need for organizations to think through and more
strategically plan their recruiting and interviewing practices. These
situations mentioned can cross all lines of diversity in job candidates,
including ethnicity, gender, age, sexual orientation, disability, and size.
The more comfortable the candidate is, the more they will open up,
which will give the interviewers and hiring manager a better chance to
learn about and make an informed decision about that candidate. As
one person suggested, welcome the candidate into your organization
like you would welcome a guest into your own home.

Recruiters Hiring Challenges Today

By Journal Review

1) Brain drain and lack of qualified and experienced people in the

local pool
An organization is forced to recruit from far afield because of a lack of
qualified personnel in the locality. Sometimes organizations go beyond their
national borders to recruit from the region and sometimes internationally.
The costs associated with regional and international recruitment may lead
companies to recruit substandard personnel whose experience is limited or
who they will have to train. Economic instability and general melt down of
the economy saw many qualified and experienced people leaving the
country to look for greener pastures in neighboring countries in the region
and abroad. For example by some country had lost a third of its doctors and
many health workers and teachers also left the country to neighboring
countries [4]. This exodus of qualified people resulted in the labour force
being filled with fresh graduates with no or little experience, a phenomenon
which poses challenges of recruitment and selection for the human resources
manager. For some professions, companies are forced to employ less
qualified and experienced people or to employ expatriates who are very
costly.
2) Outdated /inadequate job descriptions
Technological changes are moving at a very fast speed. Technological
changes may affect how a job is done and the specifications required for that
job may also change. This has implications on recruitment and selection as
the job description of the vacant position might be outdated or inadequate. A
review of the vacant positions job description must be done in order to
ensure relevance of the job requirements and specifications. There might be
situations where a company is venturing into a new industry and new jobs
are created. This means that there may be no frame of reference for creating
new job descriptions in such circumstances. The company might not have
knowledge of the background and experience required for new jobs. The
selection process becomes a trial and error one.

3) Political interference
Government controlled companies such as some Government Link Company
(GLC) also face challenges of recruitment. Political polarisation has spilled
over into companies. It became obvious during the research that sometimes
politicians may influence the recruitment and selection process by referring
candidates for appointment to vacant positions. The Human resources
managers usually comply for fear of losing their jobs. Sometimes these
results in the company appointing under qualified personnel at the expense
of qualified and experienced people. Just like nepotism, political interference
has led to organizations appointing people on the basis of their political
affiliation, a challenge which prospective employees face. Because of the
political polarization in the country between the major political parties,
human resources managers experience a dilemma as from which political
background should employees be selected.
4) Challenges
selection

of

internal

versus

external

recruitment

and

It is common practice for companies to search for recruitment of new

employees internally first before recruiting from external sources. Internal
recruitment is less costly in that no external advertising is done. The
internally recruited staffs needs less induction and orientation training than
externally recruited ones. They adjust easily to the environment. Little
production time is lost through orientation and induction training. Staffs are
motivated to perform when they know that for any promotion or new
vacancies, they are given a chance to apply for the jobs. However, internal
recruitment limits the company to a small pool of candidates. External
recruitment has some disadvantages. Over and above advertising costs,
external recruitment is costly in that the new recruit will need to be inducted
to the company and the job. It may take some time before the new candidate
can start performing. There are recruitment, including and possible
relocation, costs associated with external recruitment.

Recommendation/ Importance for Managing the Recruitment and

Selection Process
The whole purpose of recruitment and selection process is for the
organization to find people who will be a perfect match to the jobs for which
they will be employed and thereby ensuring that, as much as possible, the
organization will be staffed with the right people with the right skills,
knowledge, experiences and competences at the right time. The recruitment
and selection process helps the organization in making realistic decisions
about a prospective candidate. It also provides the organization with the
knowledge of sources of potential recruits.
As part of the human resources planning system, the recruitment and
selection process helps the organization in determining its future human
resources requirements and its ability to meet its objectives in view of the
work systems and technology in use. It is important for an organization to
write accurate job descriptions before a vacancy is advertised. This
ensures that precedence is given to the competencies that would make the
most positive contribution to the achievement of the companys objectives. If
done properly the recruitment and selection process can attract good
candidates and can provide the organization with useful indicators for future
performance.
A good recruitment and selection process ensures conformity to legal
requirements as dictated by the Labour Act. The process should be
transparent and should ensure privacy and observance of equal
opportunity legislation. The process therefore ensures that the selection
process is fair and meets legal requirements.
A good recruitment and selection policy ensures consistency in hiring staff
and reduces the risk of bias or discrimination. Consequently, a good
recruitment and selection process ensures that administrative
procedures are handled efficiently. The process helps in injecting new
blood to the organization. There is also need to ensure that the recruitment
and selection process is transparent at every stage. Key stakeholders in the
process (line managers, human resources department and so on) should be
able to follow the process and develop confidence in the outcome. Some
organizations initiate the recruitment process just to build up a
talent pool or simply to gauge what the market holds. It can be used as a
strategy for building the organizations capability in a changing market
environment. The recruitment and selection process also provides the
organization with the knowledge of sources of potential recruits.