Dealing with recruitment problems in Embassy sector
Employees
are main asset of organization and, organization needs to pay high attention
for recruitment and selection process (WRC Social and Economic
Consultants,2009). Because, recruiting a wrong candidate is a cost effective
activity. Even an experienced professional human resources manager faces many
problems when recruiting professionals for the organization (Armstrong,M.2014).
According
to the Armstrong, M.(2014), has introduced few actions to follow for surviving
from problems,
- Ø To
ensure that all the potential sources are used.
- Ø Consider
which methods or mediums use for attract competitive candidates.
- Ø Do
the research that the job specifications are achievable and, that the
requirements have not been overemphasized.
- Ø Consider
whether it is necessary to change the salaries, and benefits of employees
included in the package provided to employees.
- Ø To
increase the attractiveness to job role identify the possibility of role to
reshape.
- Ø If
a need is not identified of the doing recruitment and selection process, then
discuss with managers to find more suitable ways for work with existing staff.
To avoid issues organization needs to ensure that the organization is using all possible source of candidates for recruitment process. At first, need to consider about internal employees and employee referrals which can help to reduce the cost (Armstrong,M.2014) . If organization does not have any possible internal recruitment, then should turn for the other sources of candidates such as, advertising, online recruitment, jobcentres, recruitment agencies, recruitment process outsourcing or recruitment consultants (Armstrong,M.2014). If the organization turns to sources that not suitable for organization desires to reach their goal, It's just another way of wasting cost and time.
Moreover, the
cost and risks of selecting an unsuitable candidate can be reduced when recruit
through the organization's official website or newspaper advertisements rather
than using outside companies and agencies (D’souza,M,M.2011). Because, the
effect of recruitment can be ineffective
if the selected source does not reach to target an audience (Zinyemba, A,Z. 2014).
For an example, American Embassy in Sri Lanka use online and paper
advertisements for fill the some of the lower level positions. Recruit for all
types of positions through outsourcing can be extra expense .
Check if there are enough or overemphasized job specifications to meet the needs of the organization (Armstrong, M.(2014). Because Increasing or decreasing the knowledge, skills and abilities expected from the applicant at the end of the process can also lead to the overall process failure (D’souza,M,M.2011).
To
face this issue the Embassy has considered about the knowledge, skills and
abilities according to the job specification. If the candidate had overqualified
for the position, organization have to face for many issues after job offer (D’souza,M,M.2011).
Because employees can leave the organization for better opportunities. Specially
agreeing with the candidate on the amount of salary to be paid and other
benefits can be the solution to many problems.
References
Armstrong, M.(2014) Handbook of Human Resource
Management Practice. Thirteenth edition. London: Kogan Page Limited, page 242. Available
at: www.koganpage.com
Armstrong, M.(2014) Handbook of Human Resource
Management Practice. Thirteenth edition. London: Kogan Page Limited, pages. Available
at: www.koganpage.com
Chlan, L., Guttormson, J., Tracy, M.F. and Bremer,
K.L. (2009). Strategies for Overcoming Site and Recruitment Challenges in
Research Studies Based in Intensive Care Units. American Journal of
Critical Care, 18(5), pp.410–417 Availabale at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2760326/
[Accessed: 2020 Dec 03].
D’souza,M,M.(2011). Issues in Recruitment and
Selection [PDF]: International Journal of Research in Commerce &
Management, Volume 2, pages 125. Availablale at: https://www.researchgate.net/publication/282667917_Issues_in_Recruitment_and_Selection
[Accessed: 2020 Dec 03].
Rozario,S.D and Venkatraman,S et al.(2019). Challenges
in Recruitment and Selection Process: An Empirical Study.[Pdf]: Journal of Challenges,
Vol 10. Available at: https://www.semanticscholar.org/paper/Challenges-in-Recruitment-and-Selection-Process%3A-An-Rozario-Venkatraman/81dd694127e73392a5866cb46f89d3906f19fbd4
[Accessed: 2020 Dec 03] DOI:10.3390/CHALLE10020035
WRC Social and Economic Consultants,(2009). Issues and
Challenges in the Recruitment and Selection of Immigrant Workers in
Ireland.Dublin: Public Appointments Service, Pg 36-37.[Available at: https://www.publicjobs.ie/restapi/documents/PAS_diversity_report_final.pdf
[accessed: 2020 Dec 03]
Zinyemba,A,Z. (2014). The Challenges of Recruitment
and Selection of Employees in Zimbabwean Companies.[PDF]: International Journal
of Science and Research, Volume 3,Issue 1, pg 30-32. Availabale at: https://www.ijsr.net/archive/v3i1/MDIwMTM2NTI=.pdf
[Accessed: 2020 Dec 03].
In order for an organization to build and sustain the competitive advantage, streamlining the recruiting/staffing is crucial (Djabatey, 2012). Success of the organization depends on the performance of those who are employed in it. Hiring wrong people or failure to expect fluctuations in hiring needs can be costly ( Djabatey, 2012). Therefore, it is imperative that conscious efforts are exerted towards human resource planning. Thus, recruitment and selection become vital for; individuals need to be attracted on a timely basis, in adequate numbers and with appropriate qualifications ( Ekwoaba, J, Ikeije, U & Ufoma, N 2015).
ReplyDeleteThank Asitha for your comment. I agree with you. Recruiting wrong candidates is not cost effective for organization. When recruit the applicants, its need to be ensured that they can carry out the job duties in a well-organized manner. Therefore, the candidates are required to go through various rounds of interviews. It lead to progression of the organization. (Kapur,R.2020)
DeleteAgree with you, to avoid issues an organization needs to ensure that the organization is using all possible source of candidates for the recruitment process. At first, need to consider internal employees and employee referrals (Armstrong, 2014).
ReplyDeleteThank you Malinga for commenting. I agree with your idea . To avoid issues organization should build multichannel recruitment strategy to reach right pool of talent at the beginning of the process. By that organizations Should use different places and channels to advertise the recruitment post. (ZoJceska,A.2019)
DeleteRead through your statements and in agreement with same. I would like to add that if you’re a recruiter, dealing with challenges comes with the territory. But when challenges affect every stage of the recruitment process, it’s probably time to address the HR pain chain. The first stage at which recruiters commonly have problems is right at the top of the recruitment funnel (Wilkinson, 2020).
ReplyDeleteThank you Malika. I agree with your idea, If organization address HR pain chain most recruiters will know how to approach their own unique recruitment funnels.(Wilkinson,M.2019) Also, it will helps to deal with recruitment issues.
DeleteAgreed with you. Recruitment and selection of new candidates is a significant task that should be responsible for the human resource management (HR) team in a company (Louw, 2013). Organizations are responsible for selecting the most suitable candidates whenever the position is open. So organizations like Embassy sector should pay high attention on it.
ReplyDeleteThank you Isuru for your comment. As a one of the responsible sector, organizations should understand how best to reach for candidates. Every organizations have the most formidable competitors for the recruits and, want to think that how to become more effective during the various stages of the recruitment process. (Hieronimus,F.2005)
DeleteHi Thanuja, The objective of the recruitment process is to obtain the number and quality of employees who can be selected to help achieve the goals and objectives of the organization and with the same purpose, recruitment helps to create a pool of prospective employees for the organization so that management can select a suitable candidate for the right job from this pool moreover recruitment works as a link between employers and job seekers and ensures that the right candidate is positioned at the right time (Merlyn,2011).
ReplyDeleteThank you Eranga and I appreciate your idea. According to the Armstrongs (2014), It's essential to start from clear job requirements and personal specification from the beginning to attract right candidates for position.
DeleteIn overcoming the issues, build the organization's employer brand, the organization need to define and implement an effective employer branding strategy by demonstrating a compelling story about the company and showcase the company culture and get candidates excited to join the team(Patel, et al., 2003).
ReplyDeleteThank you for your comment and yes you are right. Paying more attention to the brand strategy, it should show through the chosen medium of communication that what the organization represents and why high-skilled applicants should join the organization.(Weinreb,B. 2020)
DeleteIt 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 company’s objectives. If done properly the recruitment and selection process can attract good candidates and can provide the organization with useful indicators for future performance (Zinyemba, 2014).
ReplyDeletePoverty is a major reason for human trafficking. People take desperate measures to improve their own or their family circumstances. Women and children move from poorer to more developed and wealthier countries or are forced to participate in the sex trade industry within their own countries that typically serves wealthier individuals, frequently from abroad (Bump & Duncan, 2003; Ryan & Hall, 2001; UNICEF, 2005b, 2006)
ReplyDelete