Essay Sample on HR Recruitment: Flaws & Mitigation Strategies

Introduction

In many occasions, people accept being recruited by an organization depending on the treatment they always receive on the first day. However, human resource managers are often the reason why a recruitment process can either be successful or unsuccessful. The discussion, therefore, is premised on a discussion regarding the flaws in a typical HR recruitment process and the actions that one can take as an HRM manager to mitigate the shortcomings of the recruitment process.

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Some of the weaknesses in a typical human resource recruitment process are lack of communication or disconnection between the SMEs, the HR, and the hiring managers who often cause the primary delays in the recruitment process (Bailey, Mankin, Kelliher & Garavan, 2018). Nevertheless, in some recruitment processes, efficiency can at times not be guaranteed in terms of attraction of the right candidates. For instance, using the traditional recruitment methods like posting vacancies on online job boards and the company's website, attending the fairs of recruitment, reaching out via networking sites or making colds does not always guarantee the employers that the right candidates might see their posts and apply for them (Berman, Bowman, West & Van Wart, 2019). Options are also limited through internal recruitments. For beginners, getting a fresh perspective chance with new ideas from a trained employee can always not be guaranteed.

Some actions that might be taken as the HR manager to mitigate the shortcomings of the recruitment process is through using a data-driven recruitment process. Data or information can always be stored and helpful reports exported using systems like the recruitment marketing software, google analytics, or the ATS. Therefore, human resource managers do not need to track every possible metric of recruiting the right people suitable for the job (DeCenzo, Robbins, & Verhulst, 2016). Also, they can ensure that there is a good candidate experience, which might be necessary for employer branding. For instance, the way candidates are treated in the hiring process always reflects the way they will be handled after they have been hired (Bailey et al., 2018).

Conclusion

In conclusion, the depicted flaws in a typical HR recruitment process are lack of communication, no efficiency in attracting the right candidates, and limited options through internal recruitments. On the other hand, in mitigating the shortcomings of the recruitment process, an HR manager can use data-driven recruitment process and ensuring there is good candidate experience.

References

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press. ISBN: 978-0-19-108027-2

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource management in public service: Paradoxes, processes, and problems. CQ Press.

DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons. ISBN: 978-1-119-03274-8