Challenges in staffing and best approaches for effective recruitment
https://ilokabenneth.blogspot.com/2014/10/challenges-in-staffing-and-best.html
Author: Iloka Benneth Chiemelie
Published: 20-October-2014
Published: 20-October-2014
1. Introduction
For every
organization, the staffing process is a difficult issue because it is not about
recruiting new staffs, it is more about recruiting staffs that can deliver
designated tasks. As such, care should be taken with the recruitment process in
order to ensure that competent candidates are offered equal chance of
recruitment while the most reliable takes the job. Once the recruitment process
is complete, companies are also faced with the issue of retaining competent
workforce and this has been linked to increased competitive advantage for
companies that can successfully retain their workforce talents (Holbeche, 2004). In the wake of
such understanding, this research is aimed at assessing and discussing staffing
challenges with special reference to personnel selection practices, as well as
providing best approaches to successful recruitment.
2. Challenges in staffing, especially with regards to personnel selection
practices
As noted by Holbeche (2004), companies do
face a number of recruitment challenges but the biggest of them are:
Finding the right staffs – the first challenge starts with finding the
right staff which involve letting potential applicants know that there is an
open position, as well as ensuring that the applicants informed possess
required skills.
Attracting – once the awareness has been created, the
second challenge is convincing these applicants to apply for such jobs by
letting them known what the company will offer in terms of benefits they will
get after employment.
Retention – probably the biggest challenge of staffing,
retention of staffs has been linked to increased competitive advantage (Holbeche, 2004) because when
companies has competent staffs, they will be able to maintain sustainability in
production and profitability by meeting customers’ demands. However, retaining
staffs is very difficult because individual differences can bring about
differences in staffs’ demand, expectations and decision to stay with the
company.
3. The best approaches to successful recruitment
There are
different approaches that a company can use for recruitment and whether or not
it is described as “best” by the company depends on the level of success that
such company enjoyed with that particular approach. They include:
Advertisement – this involves advertising for open positions
in the company and allowing potential applicants to submit their CV directly to
the company.
Recruitment agency – outsourcing recruitment process is not new
and this case involves giving out open positions in the company for recruitment
agencies to source for potential candidates that can fill such position. The
disadvantage of this when compared with advert is because the recruitment
standards might be lower than company’s own standard.
Special events – companies can also conduct events such as
job fares for applicants to participate and recruit directly from such events.
Internship – internship is one of the best approaches to
recruitment because it involves putting the applicant into test in order to
better understand his or her competence level with designated task before
making the final decision of recruiting such applicant
Executives search firms – this is similar with outsourcing via
recruitment agency, but it involves searching for potential applicants through
database of executives.
Professional associations – companies can
recruit directly through professional association by going through the CVs of
their members or seeking recommendations for best staffs to fill open positions
in the company.
Internet recruitment – this is probably the fastest growing
recruitment method in the modern day labour force, and it involves a company
placing advert for open positions online and interested applicants submitting
their CVs either online directly or walking into the company to make such
submissions.
4. Conclusion
From the above
discussion, it has been made known that they are numerous issues when it comes
to staff, but the most significant are finding the right staff, attracting the
right staff, and retaining competent staffs. Additionally, numerous approaches
can be used to make such success, but the decision to use any approach depends
on the company’s view on that approach and their projected success from making
use of it. Thus, it can be concluded that all the approaches discussed are
effective, but effectiveness depends on how companies adopt it.
5. Reference
Holbeche,
L. (2004). Aligning Human Resources and Business Strategy. Burlingto:
Butterworth Heinemann