Ways firms can overcome challenges during recruitment process.

Abstract

The purpose of every organization during recruitment and evaluation of workers is to ensure that most qualified and right workers for the advertised position are hired. However, when it comes to assessing job applicants for the area, firms have a habit of employing a rudimentary approach in the recruitment procedure. Companies need to leverage resources at their disposal while at the same time, relying on real information or data to enable them to make vital recruitment decisions based on the qualifications and needs of the advertised position. The essay has discussed ways that organizations can build an efficient recruitment and evaluation system during the hiring process. Besides, the paper has also illustrated ways that firms can overcome challenges during the recruitment process.  

Efficiency Recruitment and Valuation System

Introduction

Organizations tend to compete aggressively for the best talent in the market. Most firms invest vast amounts of finances and time in recruiting and advertising strategies to enable them to attract the most talented candidates (Wienroth et al., 2019). It is because the current executives have an understanding that human resources are an essential resource in a company. Yet, when it comes to evaluating the best candidates who are more likely to be most effective and make a significant contribution to the organization, most firms employ haphazard and rudimentary approaches during the recruitment process. The essay discusses how organizations can build an efficient recruitment and evaluation system during the hiring process. Besides, it also illustrates ways that firms can overcome challenges during the recruitment process.

Building an Efficient Recruitment and Evaluation System

Organizations can build an efficient recruitment and evaluation system during the recruitment process through the use of job information tests. The assessment is essential because it measures vital knowledge areas that are required by the employer for the candidate to perform the advertised job more effectively(Wienroth et al., 2019). Normally, the knowledge areas that are measured in the recruitment process represent the technical familiarity of the candidate. The test is used in situations when a job applicant should possess essential information regarding the job they have applied for before they are hired. The test is not essential when candidates hired will be trained to make them familiar with what they will be required to undertake.

Further, an organization can also build an efficient recruitment and evaluation recruitment process by reviewing and considering the top best candidates for a position. It is essential to narrow down the list of job applicants by scanning through their resumes for basic qualifications. Therefore, the Human Resource Management is tasked with the responsibility of communicating the qualifications of the job to the recruiter or before posting them to ensure that they get responses only from qualified candidates. For instance, when seeking to hire a medical technician in a medical facility who will be required to work with their license, it is important to communicate that only people with permits will be considered for the position.

Efficiency can also be created during the recruitment process by looking for inside hires. Before posting a job description and asking for any worker recommendations, an organization needs to have a policy where it promotes workers within to open applications to the current workers (Esmaeilpour, &Azargoon, 2015). Through the use of this evaluation ad recruitment system, the firm will be hiring a workforce that already understands the team and how operations are undertaken. For that reason, the positivity and the evaluation and hiring system will be contributing to the company’s culture, thereby helping mitigate the onboarding procedure required to recruit workers from outside. Besides, providing an opportunity for workers to apply before legally beginning to hire shows that an organization values their team and support their career development. The tactic is essential because it will help boost worker engagement, thereby cutting down turnover. 

Building an efficient recruitment and evaluation system during the hiring process can also be undertaken by leveraging workers as recruiters. Good workers understand better employees. Therefore, by building an internal worker branding team, as well as leveraging people in the company to be recruiters through tapping into their digital network, the team will be able to attract the best workforce that will be able to help the firm achieve its purpose. It is important to provide workers with a social copy and also with an engaging image and request them to post them on their social media platforms. Through the use of this technique, an organization will have a high chance of getting applications from quality candidates, which enables them to build their talent pipeline.

Efficient hiring and assessment system can also be built through streamlining the interview process. With most company recruiters and HR staff is fully equipped to hire, interview, and vet applicants, organizations, need to standardize candidate assessment template to enable them to tailor based on the purpose of hiring(Wienroth et al., 2019). As such, before starting the recruitment process, the organization needs to talk with their recruitment managers to create candidate persona. The persona should include the responsibility that will be assigned to the role of the job applicant and the kind of person that is required to the advertised position. Thereafter, the recruitment managers should then craft questions that will enable them to get the qualities that are needed for the firm. For instance, if the company requires salespersons who will be aggressive in their position, the hiring managers need to ask job applicants if there was a time in their life that they fought to attain what they wanted. The technique is essential because it will ensure that interviewees are asked the right questions based on the requirement needs of the position that has been advertised by the company.

Overcoming Challenges during the Recruitment Process

Challenges during the recruitment process can be solved by ensuring that the hiring manager pays attention to the employer’s brand. The growth of review and social networking sites have affected the recruitment and evaluation process of firms. However, the transparency between firms and clients and or organizations and their employees is essential since it has helped every stakeholder make informed choices. Yet it means that the hiring manager should be hyper-vigilant about their employer brand since today’s disgruntle of an ex-worker can be tomorrow’s viral topic. It is, therefore, important to monitor sites such as Glassdoor because it can help firms find the vital baseline reputation of a job applicant. From there, either wrong or good, the company or hiring manager can either ensure that they broadcast qualities that make an employee unique from others or undertake a damage control or hire an employee with a good character. Refining company branding based on the job description can help differentiate the firm from other organizations in the industry, thereby helping boost the recruitment and evaluation process.

Organizations can also overcome challenges that come with hiring and assessment process by keeping up with the economic and political news. The unemployment rate at the fall of 2018 was about 3.7 percent, which was the lowest since 1969(Wienroth et al., 2019). Since the economic state can have unforeseen future changes, it makes it challenging for firms to recruit at the best level, which makes organizations insulate themselves because of the possible impending changes that may take place. It means that firms will not only pause when it comes to recruiting but also when it comes to increasing ROI and efficiency. However, firms can overcome economic challenges that can affect their recruitment and evaluation process through having real-time analytics that can help to hire managers and companies to make effective decisions even when things are being scrutinized or scaled-down heavily.

Finally, overcoming challenges during the recruitment and evaluation process can also be undertaken by hiring innovators but not followers. While focusing on past performance, as well as historical data, it becomes challenging to hire for the present needs while at the same time looking forward to the future(Esmaeilpour, &Azargoon, 2015). In brief, it means that innovation at the company starts the hiring level. The first step entails managing the brand of the employer. It is essential to ensure that a job applicant is capable of showing what they can help the company in building their future through the use of available technology. Company message is an essential technique that will guarantee that the company or hiring manager is hiring for change but not the company’s status quo.

Conclusion

Improving the efficiency of a company’s recruitment and evaluation process during the hiring process is a challenging concept but not impossible. Organizations need to leverage resources at their disposal while at the same time, relying on real information or data to enable them to make vital recruitment decisions based on the qualifications and needs of the advertised position. Human resources are the most important resource in firms. However, when it comes to assessing the best candidates for advertised positions in organizations, most companies do not have an efficient recruitment and evaluation system put in place that can help ensure that the company has absorbed the right job applicants. The essay has discussed how organizations can build an efficient recruitment and evaluation system during the hiring process. It has also illustrated ways that firms can overcome challenges during the recruitment process.  

References

Esmaeilpour, M., &Azargoon, H. (2015). Identify and Ranking the Factors Affecting Recruitment and Retention of Corporate Customers within the Banking System. International Research Journal of Finance and Economics131, 82-90.

Wienroth, M., Pearce, C., &McKevitt, C. (2019). Research campaigns in the UK National Health Service: patient recruitment and questions of valuation. Sociology of health & illness41(7), 1444-1461.

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