Employees play an integral role in transforming policies of the organization into realizable goals and objectives. It is no doubt that organizations cannot perform optimally without recruiting and selecting potential employees. Recruitment exercise aims to create a pool of potential candidates in an organization (Zapounidis & Kalfakakou 2010). To ensure that organizations remain competitive, managers are responsible for using the most cost effective methods including the internet (E-Recruitment) to recruit and select potential candidates (Zinyemba, 2014). Regardless of which method(s) is used to recruit and select prospective employees, it is marked with challenges, which managers are unable to identify and manage effectively.
The seeks to explore the challenges encountered in recruitment and selection process by managers and borrows from researches by various scholars including Alice Zinyemba, Hancock, Roberts, and Omolo, to mention, but a few. The scope of the paper will highlight three key challenges (misrepresentation of qualification, nepotism and favoritism and advertisement cost) that managers face and how to manage or mitigate them.
Misrepresentation of qualifications occurs when potential candidates use “fake” academic credentials and qualifications to apply for various jobs (Arthur, 2006). Scholars have argued that the high unemployment rate is one of the factors, which fuels the vice, but managers can manage this issue by searching recruitment and selection services from sourcing agencies (Roberts 2010).
Nepotism and favoritism is another challenge that occurs when senior officers in the management secure lucrative posts for their friends and relatives. However, managers should draft policies to manage this challenge (Omolo, 2012).
Advertisement cost is another challenge that managers face, but small organizations cannot afford to advertise via the media. As a result, managers recruit and select incompetent candidates because they employ media with limited coverage, but internal sourcing can be used manage this problem (Hancock, 2002).
Base on this analysis, it is evident that managers encounter challenges when recruiting and selecting potential candidates. Despite this shortfall, researchers have provided viable options and suggestions to manage or mitigate these challenges effectively.
References
Arthur, D. (2006). Recruiting, interviewing, selecting & orienting new employees (4th ed.). New York: AMACOM, American Management Association.
Hancock, C. (2002). Effective Recruitment and Selection. Legal Information Management, 2(2), 239-239.
Omolo, R., (2012). Effect of Recruitment and Selection of Employees on The Performance of Small and Medium Enterprises in Kisumu Municipality, Kenya. International Journal of Human Resource Studies, 2(3), 45-90.
Roberts, S. (2010). Recruitment management. Mumbai [India: Himalaya Pub. House.
Zapounidis, K. C., & Kalfakakou, G. (2010). Recruiting, Selecting and Motivating Human Resources-. International Journal of Human Capital and Information Technology Professionals, 1(2), 19-35.
Zinyemba, A. (2014). The Challenges of Recruitment and Selection of Employees in Companies. International Journal of Science and Research, 3(1), 28-33.
