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Organizational Recruitment Challenges

Updated on November 3, 2013

Introduction

Today’s world presents challenges in hiring the right person for the job for any organization. What makes this even more of a challenge is that there are more and more people with a lot of certifications, extensive experience backgrounds, and overall higher education credentials trying to compete with each other for jobs. Firm’s today have the difficulty of screening out applicants for employment within their ranks. So, how would an organization make a candidate selection that will meet and/or exceed their expectations? In today’s technologically advance information world, finding the right person to do the job is getting harder and harder every day for recruiters and human resources personnel. This article is going to talk about some of the methods used in order to accomplish this.

Challenges Firms Face in Order to Recruit the Right Person for the Job

First things first, how would an organization recruit candidates? Are there steps to be done before the recruitment process? Those are the single most important questions any HR professional must make before undertaking this thought-provoking task. So, how would a human resource professional begin? Fortunately, there are many ways do this. Thank you too many hard working professionals in the field, there are outlines and steps a company can follow. This paper will talk about processes that were developed throughout the years for recruiting and selecting individuals from a candidate pool.

Methods of Recruitment

There are several methods that come to mind in the recruitment of potential employees. There will only be three that will be mentioned. They are Online, Local Newspapers Ads, and Word-of-Mouth referrals. The main point to stress on this is that potential candidates can come from many sources. In all, it is up to the company to determine what methods to use. The first method used to recruit potential employees is the Internet.

Internet

In today’s world, the internet has opened up many more doors in the recruitment process for hiring people. It has reached farther than any newspaper or magazine could ever have. In all, this helps in the search of potential candidates on a large scale. In all, every HR personnel must realize that there should always be guidelines to be able to screen out applicants before any interview process begins. This is due to the high volume of people applying for jobs at your organization. The key thing to remember is that there is a much larger geographical area that online will cover versus the local newspaper. So the likely hood of many candidates applying for work will be huge. That is why a careful screening process should be in place prior to contacting potential employees.

The Local Newspapers

Despite the advancement of technology, there are many companies who still use newspapers to recruit personnel for employment. The thing to consider is that the talent pool may come from the local area. Therefore, the talent pool will considerably be tighter and that means a smaller selection. But this could also be advantageous to the company because the possibility of paying for an employee’s relocation is smaller.

Word of Mouth

The last recruitment method that will be talked about is the word of mouth process. Word of mouth is basically what it states. An employee knows someone who can fill the organization’s need. Hence, the employee makes the appropriate recommendations to the human resources office for recruitment and possible employment. The hope for this method is that a highly qualified person gets hired based on an employees word. In doing so, half the screening process is already accomplished. In essence, the human resources department can rely on the person who is making the recommendation's judgement. Although, there have been cases that have turned out not so positive. So a major drawback to this is that there are many people who are reluctant to recommend someone else to work for the company. In other words, they do not want to tarnish their names if the person does not turn out to be the right person. But that is a gamble many organizations are willing to take. So that is why many organizations have incentives such as cash and other kinds of perks for those who successfully gets someone recruited to the organization.

Selection Methods Process

There are several selection methods organizations use in order to select the best person for the job. However, only two will be mentioned in this paper. The first one is the Gatewood and Field Method. The other was off an online article called “A Menu of Possible Qualities Needed for Job Success” from the website called Employee Screening and Selection by L. S. Kleiman. (Kleiman L. S., 2013)

The Method Devised by Gatewood and Field

Authors Gatewood and Field have outlined five steps an organization can follow in order to select people from a pool of potential candidates. The steps are Job Analysis, the Identification of Knowledge, Skills, and Aptitudes (KSAs) or Job Requirements, the Identification of Selection Methods to Assess KSAs, the Assessment of the Reliability and Validity of Selection Methods, and finally the Use of Selection Methods to Process Job Applicants.

Job Analysis

As the title stated, Job Analysis is the methodical research of a work methods and/or procedures a person must follow in order to accomplish daily tasks. This not only includes daily routine tasks but other tasks that sometimes a person would have to do in order to be proficient and productive. Job analysis gives human resource professionals an idea about what skills sets are need by a candidate in order to accomplish work that is required of them daily.

Identification of KSAs or Job Requirements

Once a job analysis has been accomplished, the next step is to determine if there is a job requirement within an organization as well as the knowledge, skills, and aptitudes needed in order to perform requirements of the job. Many times this information is reflected on a document called the job specification. These documents comes from the Job Analysis step.

Identification of Selection Methods to Assess KSAs

The next step that will be talked about is the selection method. Basically, this is where the level of expertise must be determined by each applicant. Also, this will help to see who is the most qualified for the job? This method includes reference and background checks, interviews, cognitive testing (oral, written, and in many cases practical exams), personality testing, interviews, aptitude testing, and drug testing. Basically, all these methods are used to screen out applicants for the job.

Assessing the Reliability and Validity of Selection Methods

Along the lines of selection, there must always be a checks and balance method in order to determine if the selection process is working. More importantly, this where the organization sees if their selection process is reliable and valid. Usually, this is measured with employees within an organization and their skills sets and candidates who have the same qualities. Through constant sampling, the probability of hiring the right person increases.

Use of Selection Methods to Process Job Applicants

The last procedure to be talked about is the Use of Selection Method to Process Applicants. This last method deals the organization sticking to this selection process in order to find the right people. Basically, this is where a firm tries to decide which applicant has the minimum skills needed in order fill the position at work. Then when it is determined who is qualified and who does not. Once unqualified applicants are screened out, then are severl things to consider. They are the experience levels, education levels between, their backgrounds (sometimes speaking in another language comes into play), and positive attributes the company can capitalize on. Finally when one the field of candidates are determined, then a job offer should go out to them. Also please note, this process should always have a primary and secondary candidate in case the primary one backs out.

A Menu of Possible Qualities Needed for Job Success

The next method that will be talked about is the Menu of Possible Qualities Needed for Job Success. This method has five categories that help in the selection process. They include Technical Skills, Non-technical Skills, Work Habits, Absence of Dysfunctional Behavior, and Job-Person Fit; the Applicant. (Kleiman L. S., 2013)

Technical and Non-technical Skills

The first two area are technical and non-technical skills. Basically, these skill sets will determine the person’s aptitude for acquiring more abilities. Whether enhancing the already established skills or simply learning a new one, it is critical for an organization to know if the applicant can accomplish this. So the best way to determine skill levels is by administering aptitude tests in the areas of expertise. Along those lines another exam should be administered for general non-technical knowledge that is associated with the job.

The Behavioral Consistency Model

Since aptitude is only a small part in the selection process, employers should use the behavior consistency model to determine if the applicant has any desirable and non-desirable work habits prior to employment. The Behavioral Consistency Model will help determine this. Furthermore, this is how it should be done. First off, each applicant should have their previous work experience assessed for pertinent conduct that will flag potential issues. Next, if any type of pertinent conduct has been found, a rating scale should be used in order to measure the applicants past successes. Lastly, if the candidate has not had the chance to validate such behaviors. Then administering various types of simulated assessments that matches closely to the actual job is in order. This is to predict possible outcomes on their conduct related to the job. By doing this, it will differentiate who will work out the best in that work position.

Conclusion

In conclusion, this article talked about the challenges in hiring the right person for the job at any organization. It also mentioned the challenges in the screening of applicants. Again, today, more and more applicants are coming in with many certifications, diverse experience backgrounds, and overall higher education principles. So the difficulty of hiring the right person is real. Hopefully this article has given an idea on what organizations face when making a decision on hiring the right people and the possible procedures they use to do this. Lastly, this article talked about some of the methods used in order to accomplish the recruitment and selection process. Hopefully, the information presented will help give an idea on how challenging it is in finding and screening out highly qualified employee candidates. Always remember, this is what being a human resource professional is all about and facing challenges is what you enjoy to do.

References

Barrick, M. a. (2005). Reducing Voluntary Turnover Through Selection. Journal of Applied Psychology , 159–66.

Croswell, J. (1999 -2013). Job Recruiting Methods. Retrieved from eHow.com: http://www.ehow.com/way_5262322_job-recruiting-methods.html

Gatewood, R. F. (2000). Human Resource Selection. Mason, OH: Cengage South-Western.

Kleiman, L. (2000). Human Resource Management: A Tool for Competitive Advantage. Cincinnati: South-Western College Publishing.

Kleiman, L. S. (2013). www.referenceforbusiness.com. Retrieved from Employee Screening and Selection: http://www.referenceforbusiness.com/management/Em-Exp/Employee-Screening-and-Selection.html

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      Bernardo D. LaFontaine 4 years ago from Midwest City

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