Challenges and Solutions for Recruitment Process

Published: 2021-06-25
824 words
3 pages
7 min to read
Harvey Mudd College
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The hiring process is a crucial aspect of human resource management. Mainly, it is through this process that an organization selects and hires competent, consistent, and committed employees who enable to company attain its corporate strategy. The major aspects of a productive and efficient recruitment process include the breadth and quality of the process, the size of the labor pool and the locations of the jobs. Similarly, it includes the pay and benefits of the job, job quality, the economic boom, non-economic ways a firm contributes to a workers welfare, and the organizational image. However, occasionally, this process faces some challenges.

First, time is always a limiting factor in any recruitment process. Therefore, many organizations face a challenge of finding a qualified candidate to fill the existing vacancy on time. Furthermore, vacancies arise unpredictably, and there is a need to fill them promptly to meet the corporate goal. Therefore, it is important for entities to conduct occasional on-the-job training, which can facilitate job enlargement in the case employee leaves. Consequently, fundamental aspects significant to the performance of the organization do not stop. Second, it is a challenge to proof the legitimacy of resumes. Moreover, applicants make false certifications and give fake referrals. However, recruiters can solve this issue by looking into every qualification the candidate claims to have and conducting exhaustive references.

Third, organizations face the challenge of finding a qualified candidate to fill the vacancy. Often, job postings get many resumes, which demand a lot of time and effort to sort through to find the right candidate. Nevertheless, organizations can solve this issue by incorporating filtering options as per the required minimum qualifications to filter resumes to only the qualified candidates. Finally, making the right choice is a challenge for many organizations. Furthermore, with so many qualified candidates with different qualifications, it can be overwhelming to consider whom to hire. However, an organization can have an employee who recruits full-time. Such an employee possesses critical skills essential to making the right recruitment choices.

Benefits and Challenges of Diversity

Diversity refers to the variety of differences existing between employees of an organization. It encompasses, gender, age, experience, education, personality traits, religion, ethnicity, and race. Notably, diversity involves both how people perceive themselves and how they regard others. These perceptions influence their relationships. Therefore, for a wide array of employees to function efficiently as an organization, it is essential for the human resource department to embrace the benefits of diversity. First, a diverse workforce benefits from an extensive collection of talents and experiences significant in suggesting flexible ideas essential in adapting to changing customer demands. Similarly, organizations draw from this diverse pool of ideas to meet business needs and clients requirements efficiently. Second, a diverse workforce regarding languages and cultures enable organizations to serve consumers on a global platform. Third, companies that foster diversity inspire their staff to perform to their best ability. Consequently, the company achieves its strategies efficiently resulting in high productivity and return on investment. Similarly, the company develops a competitive edge in the industry.

Nevertheless, diversity in the workplace faces several challenges. First, communication can be a limited mostly in a company characterized by cultural and language barriers. Notably, ineffective communication of the main strategies leads to confusion, low morale, and lack of teamwork. Second, resistance to change arises in many diverse workplaces. Furthermore, there are always workers who will decline to accept that the cultural structure of the work environment is changing. Similarly, the implementation of legal policies that govern diversity in the workplace can be a paramount challenge. Additionally, successful management of diversity can be challenging for most companies. Moreover, diversity training is not sufficient for the entitys diversity management plan. Therefore, it is crucial o create and implement a strategy that supports a culture of diversity that spreads through every section and function of the company.

Benefits of Family Friendly Policies

Notably, the goal of any employer is to minimize any workplace disruptions, for example, absenteeism to ensure that employees are emotionally comfortable to perform at their best. Therefore, companies adopt family-friendly policies to meet this goal. Such systems include child and elder care programs, parental and military leave, domestic partners coverage, adoption assistance, flex time, and telecommuting. These policies play a significant role in improving employee morale, which in turn benefits the organization.

First, workplace offers, such as flextime and telecommuting increases the flexibility for workers to balance work and family time, which improves their wellbeing. Notably, this motivates employees significantly. Second, paid leaves grants staff access to family, sick, and military leave without compensation losses, which drive them to work hard and improve their productivity. Similarly, organizations that adopt family-friendly policies benefit from employee retention, improved overall productivity, and reduced absenteeism. Mainly, these systems attract qualified talent, which supports companies in the recruitment process to hire the best workers. Consequently, these policies enhance the overall organizational productivity, which aids it in gaining a competitive advantage in the industry.

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