Challenges In Employee Recruitment And Retention

Background and Problem Definition

Discuss about the Challenges in Employee Recruitment and Retention.

Currently, the most challenging activity is having employee recruitment within a given organizational structure. Some challenges involve the unavailability of well-trained personnel and the upcoming rules and regulation that govern the labor force bodies. Some challenges also result from rules and regulation that are governed by the foreign human labor laws that have hindered external/foreign recruitment. Lack of qualified personnel has been the major reason for the poor process of employee recruitments and retention. With increased rates of globalization and technology, increased level of organizational competition, the struggle for better employees has been the challenges. Most competitive organization have always provided high salary rates for the most qualified employees, hence, becoming a challenge to most of the small organization who may wish to acquire the same eligible employees (Nordmeyer 2016).

The other challenge that has influenced the process of recruitment is the nature and the manner of recruitment. The external and internal quality of recruitment has affected most of the organization. Regardless of the most challenges that are accompanied by the external hiring and recruitment, most organization has opted for the external position considering the fewer resistance actions from the employees. Of course, Internal recruitment as most advantages such as saving the costs of orientation and training; but it has limited most of the organization’s development due to lack of new minds and personnel to provide a different organization aid for either different innovation or development (HUNT 2014, p. 42). Thus, the paper is aimed at highlighting the current challenges experienced by originations and human resource managements in the process of recruiting and retaining the organization new and current employees.

Within the human resource department, the process of recruitment and retention of employees is a complex process that must be handled in a professional and expertise manner. This is based on the adherence of the involved laws of the human labor force, and also having the required rules and regulation and understanding both the demands of the organization and those of the employees. Recruitment requires some process that will enable the organizations have the qualified personnel while retaining the current employee requires. In achieving this, key steps of recruitment must be followed, that involves; identifying vacancy and evaluating the vacancy needs, developing position description, developing recruitment plan. Selection of the search committee, post position and implementation of the recruitment plan review applicants and developing short lists, conducting interviews, selection hiring and finalizing the recruitment (Franklin 2012, p. 65). Most of the organizations and most of the human resource professional use the steps in achieving the recruitment process In retaining the current employees, the major issues of salary increments s, promotions and training are the major section that is encouraged by most organizations.

Aims and Objectives of the study

Issues of salaries, promotion, and insecurity within workplaces form the major reasons why most employees will opt to shift from one organization or a given job positions to another. Standards of living are changing, hence, organizations need to focus on also changing their nature of employee handling. Increased level of technologies and globalization has also changed different types of learning which have provided a different level of candidates within the job market. With increase technology, organization requires a better-equipped employee who can use the available technologies in problem solving. Hence, the process of recruitment must meet the fundamental requirements of the organization. Educational programs have changed hence providing different qualification candidates in the job market. Achieving the required candidates has involved some activities that have turned to be tedious of a great challenge (Arthur 2011). For instance, external recruitment has been a challenge being a reason why most of the organizations have opted for headhunt candidate identification.

The study aims at identifying the challenges affecting the human resource sector based on the process of recruitment and employee retention. This research will be effectively to organization in identifying the current trends within the employee sector, which will help them in enhancing the nature of employee recruitment. This will help the organization in achieving the better parts of qualified candidates that will meet the organization’s demands. The research‘s findings as well are aimed at providing a clue to the organizations on the possible ways through which they can use the available resources in retaining their employees. Employee relation is important as it helps in reducing the costs of employee recruitment, and training and development of the new employees.

Ultimately, the primary objectives of the research are based on:

• Identifying the various ways in organization is failing in their recruitment process, i.e. the issues experienced within the process of recruitment.
• The challenges experienced by the organizations in maintaining their current employees.
• The costs and the benefits of having a better process of recruitment.
• Possible ways of having better recruitment strategies i.e. how to achieve the best candidates from a group of individuals.
• General impacts of the recruitment challenges and employee retention to the organization.

According to Rehman (2012), the recruitment industry has seen significant changes in the last years as the economy and technological advances have altered the way many organizations hire. Of course, there have been a number challenges to be overcome, but some issues have been experienced within the recruitment process. Among the significant challenges in the recruitment, the process involves; finding the right personnel, this is a major challenge within the recruitment agencies and human resource professionals (Landers & Schmidt 2016). On the other hand, state four major recruiting challenges that organizations and human resource managers faced as per the 2016 survey. First, he states of the growing levels of employee turnover, from his research on the level of employee turnover, he found out that as the country has or as the globe’s economy endures to grow and the job market rebounds, some employees will decide to discover diverse job opportunities. Second, difficulties in finding qualified applicants with the skills to succeed. This is the major current challenge within most of the organizations and the recruitment agencies. In most cases, although most of the organizations have candidates for open positions, the involved individuals often lack the required skills and competencies needed to perform the job responsibility (Provencher et al. 2014). As per the 2015 survey conducted by the human resource agencies, 3 of the 5 top reason why it is hard to fill jobs related top inadequate skills.

Literature Review

Human resource professionals often find that applicants lack the required technical competencies; most of the individuals have irrelevant experiences while others also lack the soft skills that are the major credentials to succeed in the workplace. The third is the increased demand for talent for certain job functions. According to the 2016 survey, most of the organizations convinced that the most difficult openings to fill were the skilled sales representatives, trade workers, management and executives, accounting and finance staff, drivers, teachers, and engineers (Smith 2011). In most occasions, demographic shifts are driving demand. Fourth, the higher wages in certain markets are driving up the recruitment costs.

On the other hand, under employee retention challenges, in the present scenario, this is the major challenges experienced by most organizations. Retaining qualified and talented personnel has been an issue but most organizations can effectively achieve this within no time largely but cannot put a complete full stop. According to MANDHANYA (2015), the major challenges influencing organizations involves; momentary dissatisfaction lack of dearth opportunities, unqualified interviews, and boredom experienced by most employees within a short span of time and unrealistic expectations from a job that leads to the employee have the tendency of looking for a change .

The section provides the operational research’s framework that the study will use in coming up with the effect and reliable discussions and analysis based on the research.  This methodology will be based on sampling parts of the organization’s reviews on the challenges of recruitment and employee retention. As well, another method such as magazine reviews website information. However, the whole research will be manipulated by positivism philosophy rationale. In addition, in achieving more facts about the research, the use of qualitative scientism method will be effective… on the other; both qualitative and quantitative techniques will be used in scrutinizing the online survey for data presentation and interpretations (Kuada 2012). The mostly used techniques relied on secondary data with an allowance of 5% deviation error from the scientists and scholars’ data.

In respect to the challenges experienced by employers, on process of recruitment and employee selection the study would heavily rely of organizational workplace such as departmental managers, teamwork, and financial issues. The objective would be based on establishing the level of employee satisfaction and dissatisfaction and the process involved in recruitment by human resource personnel.

Outline Number	Task Name	Duration “Days”	Start	Finish	Predecessors
0	Research Project	30	Mon 20/3/2017	20/04/17
1	Research Proposal	13	Mon 20/03/2017	Mon 3/04/17
1.1	Choosing a topic for research	8	Tue 21/03/17	Wed 29/03/17
1.2	Background Study of the Research	7	Wed 22/03/17	Wed 29/03/17	2
1.3	Development of the Research Question	5	wed 22/03/17	Mon 27/03/17	3
1.4	Establishment of the Conceptual Framework	1	Thursday 23/03/2017	Fri 24/03/17	4
1.5	Research Question	0	Fri 24/03/17	Fri 24/03/17	5
1.6	Research Proposal Submission	0	Wed 1/04/17	Wed 1/04/17	6
2	Review of the Literature and Collection of the Data	24	Thu 2/04/17	Wed 26/04/17
2.1	Reviewing the available literature	15	Thu 2/04/17	Mon 17/04/17	7
2.2	Selecting target population for collecting the data	8	Thu 2/04/17	Mon 10/04/17	9
2.3	Data Collection	8	Mon 06/04/2017	Fri 14/04/17	10
2.4	Analysing the gathered data	7	Fri  10/04/17	Wed 19/04/17	11
2.5	Draft Research paper submission	0	Wed 8/04/2017	Wed 8/04/2017	12
3	Final Project Paper Submission	7	Thu 17/04/17	Mon 24/04/17
3.1	Critical Analysis of the findings	2	Thu 23/04/17	Tue 25/04/17	13
3.2	Concluding the study findings	2	Tue 2/04/17	Tue 4/04/17	15
3.3	Recommendations	1	Fri 30/10/17	Mon  3/04/17	16
3.4	Submitting the Final Project Report	0	Fri 30/04/17	Fri 30/04/17	17

References

Arthur, D. (2011). The Employee Recruitment and Retention Handbook. AMACOM Div: American Mgmt Assn.

Franklin, C. (2012).  ‘Technology Impacts in Organizational Recruitment and Retention.’, Business & Law Journal., vol 1, p 62-69.

HUNT, E 2014, ‘An HR conundrum: Talent Attraction and Retention Abroad. ‘, Baylor Business Review, (32)1, 238-43.

Kuada, L. (2012). Research Methodology: A Project Guide for University Students. London: Samfundslitteratur

Landers, RN & Schmidt, GB. (2016). Social Media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges. London: Springer.

Mandhanya, Y 2015, ‘A Study Of Impact Of Working Environment On Retention Of Employees (With special reference to Automobile sector). ‘, Global Management Review, (9), 4, 116-128.

Nordmeyer, B. (2016). Challenges of Employee Retention. Retrieved from 23 https://work.chron.com/challenges-employee-retention-2428.html”   https://work.chron.com/challenges-employee-retention-2428.html >.

Provencher, V, Mortenson, WB, Tanguay-Garneau, L, Belanger, K & Dagenais, M. (2014). ‘Challenges and strategies pertaining to recruitment and retention of frail elderly in research studies: A systematic review’, Archives of Gerontology and Geriatrics, (59)4, 18-23

Rehman, S. (2012).  ‘A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction and Retention, Global Business & Management Research., (4)1, 76-88.

Smith, NC . (2011). Global Challenges in Responsible Business. Nersey: Cambridge University Press.

Transit Cooperative Research Program (2012). Managing Transit’s Workforce in the New Millennium, Transportation Research Board.