Article Analysis Essay on New Trends in the Recruitment of Employees in Czech ICT Organizations

Introduction

In their article New Trends in the Recruitment of Employees in Czech ICT Organizations Fajcikova, Urbancova, and Fejfarova (2018) record that most companies active in Information and Communication Technology are struggling with a low number of qualified job candidates in the labor market. However, these firms overcome this challenge by developing and training their current staff, changing their recruitment strategy and raising initial salaries or lowering the job requirement. Additionally, Fajcikova et al. (2018) assert that in the current highly competitive business environment, firms are using diverse communication channels and methods such as Facebook, Twitter, and LinkedIn to attract job candidates. Based on the specific method that the organizations use, Fajcikova et al. (2018) identify five aspects that characterize the groups of companies. These factors include a strategy of human resource recruitment, external HR marketing, and personal contact and experience. Other aspects are external collaboration and internal HR marketing. Notwithstanding, Fajcikova et al. (2018) are of the view that organizations active in ICT prefer modern communication channels, in particular, the internet, without personal contact when communicating with potential job candidates.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Based on the authors' ideas on the subject matter, I would combine the strategy of human resource recruitment and external HR marketing for the recruiting program in our company. This is to allow the recruitment program to focus on both the internal and external HR pools. Notably, the strategy of human resource recruitment would enable the company to hire from internal candidates, particularly in succession planning. This strategy would save on both time and resources. In the external HR marketing strategy, I would use advertising, promotion at learning institutions, and incorporate modern recruitment platforms such as social media and job portals. This is to ensure the company adapts to the changing business environment and the labor market. This strategy would ensure the firm attracts new talented employees as recommended by Fajcikova et al. (2018). Additionally, incorporating the use of the internet in the recruitment strategy would help me attract potential talent from Generation Y who have specialized skills in ICT.

However, if our company were a global conglomerate, the recruitment program would face several challenges. First, strict immigration legislation would impede the migration of skilled workers. Additionally, differences in national cultures and social aspects such as career attitudes and education systems may affect the recruitment program adversely. Further, the language barrier would also challenge the recruitment program. Another challenge is the lack of competencies for working in and adjusting to an international work environment posed by the job candidates. In particular, potential candidates would experience problems in comprehending the local legislation and culture.

Conclusion

To conclude, I agree with Fajcikova et al. (2018) on the view that organizations are struggling with the insufficient qualified human resource, particularly in highly specialized fields such as ICT. In an effort to curb this problem, many entities training their existing employees, change their recruitment strategy by raising pay scales, or by lowering their job requirements. Nevertheless, in my opinion, I would incorporate two recruitment strategies, namely strategy of human resource recruitment and external HR marketing to capitalize on both internal and external talent pool. That is, recruiting internally would help me retain qualified employees while external HR marketing would broaden the talent pool and attract new talent into the company. Further, based on today's advancement in technology, I would incorporate modern recruitment platforms such as Facebook, LinkedIn, Twitter, and job portals to ensure the company's recruitment program adapts to the changing business environment.