LinkedIn and Modern Recruitment Paper Example

Introduction

LinkedIn is one of the most successful professional hiring firms around the globe, which majors in professional networking. The firm gains its revenues from selling and availing information of its members to sales professionals and potential recruiters. Such functions have forced the firm to venture into the job market, where it has been recruiting its employees progressively as its size increases. For instance, according to the case study, the firm had increased its employees count from 700 to 6,000 in four years. This means that the firm had to incorporate firm and effective recruitment strategies for it to increase its efficiency in identifying the relevant talents. The company has utilized a diverse mode of recruitment, which aims at ensuring that it successfully recruits a productive and talented pool of employees, who would facilitate the attainment of its short-term and long-term goals. Such modes include LinkedIn Talent Solution, employee referrals, and university recruiting. However, the firm still faced a wide range of challenges in completing the process.

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Issues/Challenges Faced

One of the chief challenges identified in the LinkedIn case study is the failure to attract the desired and talented candidates. This especially affects the passive recruiting process, where such individuals are satisfied with their current occupation and remuneration received. Thus, convincing such a person to leave their current position proves to be a challenging task in the long run. Additionally, the length of the time used in the recruitment process remains to be an issue. For instance, the average recruitment period in LinkedIn emerged to be fifty-five days even for the passive recruitment process. This reduces the efficiency of the process, considering that the candidate was not willing to shift occupations "Recruitment and selection of staff in Zimbabwe comes with challenges that the human resources manager must grapple with. This paper presents findings from a research carried out in 10 companies in Zimbabwe on the challenges that they face with recruitment and selection of staff. Identified challenges include brain drain, high labour turnover, scarcity of skills and expertise in the labour market, and unemployment. Other challenges include costs associated with recruitment. Smaller companies compete with bigger companies which can better absorb the costs associated with recruitment and are also capable of paying better salaries. Lack of human resources planning, geographical location of jobs and use of information technology in advertising are other challenges that employer organizations face when recruiting and selecting employees. These challenges have led to a lack of transparency in the recruitment process, untrustworthiness of employees, and favouritism involved with both external recruitment and internal promotions. Better management of the recruitment and selection process assists the organization in making realistic decisions about a prospective candidate. Better management implies proper human resource planning and writing accurate job descriptions to ensure that precedence is given to the competencies necessary for the achievement of the company's objectives (Zinyemba, 2014). Thus, such delays have been delaying the capture of talented candidates for the firm.

Moreover, competition emerged as major challenge faced by LinkedIn during the recruitment process. The recruitment market is always full of competition for the talented and candidates that are the best fit for the organization. LinkedIn also faced the same ordeal from organizations such as Microsoft, Twitter, Google, and Facebook, which posed a potential threat to the firm's dominance in the recruitment process. Additionally, the competitive remunerations offered by various online and offline corporations offered a significant competition level for LinkedIn as they presented their proposed payment package, especially through passive recruitment method. Such instances reduce the efficiency and the levels of acceptance for the potential approaches made by the firm:"Contemporary international literature identifies three major human resource management (HRM) issues as being critical in the hospitality industry across the globe, both currently and in the future. They are: service quality, training and development, and staff recruitment and selection. This study involved interviews with the most senior managers in a sample of chain hotels in Taiwan nominated by the hotels as being responsible for HRM. This study explored whether three major HRM issues identified in the literature are perceived as important by Taiwanese hoteliers. The results suggest that although most participants perceive these issues as significant and challenging, they are focused mainly on operational rather than strategic solutions for dealing with these issues. It is argued that the current and emerging challenges facing the industry demand an approach to HRM that is far more strategic than the traditional focus of personnel administration. The implication is that HRM has a key role to play in creating and sustaining competitive advantage in hotels. A particular strength of this study was its use of face-to-face interviews, which enabled a more intensive exploration of the thinking of participants than is often the case with quantitative surveys (Yang & Cherry, 2008). Therefore, this emerged as a significant cause of concern for the firm as it focused on identifying the most appropriate employees to service its objectives.

Consequently, identifying the appropriate offer to offer the recruits proved to be a great challenge in the process of recruiting new employees. LinkedIn relied majorly on passive recruitment technique to attain it, relevant employees. The firm's 70% of the employees recruited through its Talent Solution were passive. Thus, after passing the screening stages, the hiring department was faced by a vital decision on the value of the offer given to the potential employee. Thus, the amount quoted ought to be attractive enough to lure the employee to leave his or her current occupation and move to LinkedIn. Additionally, the amount ought to be economical and in tandem with the firm's remuneration policy (Stone & Deadrick, 2015). Therefore, the recruitment process ought to consider all these dimensions, where, if one is left out, the efficiency of the recruitment process would be compromised.

The failure to avail a superlative experience to the candidate also is one of the major challenges firms face during the recruitment process. According to "Background: India faces a critical shortage of government doctors in rural and underserved areas. Several measures have been introduced to address the shortage, but significant problems still remain. The main aim of the current research was to understand the existing recruitment-related policies and systems in place for government doctors in Gujarat and to identify issues that prevent effective recruitment of doctors that could have implications for doctors' shortage in the state. The research also aims to fill the knowledge gap in the existing literature on why recruitment in civil services is an important HR function to address the shortage of doctors. Methods: The study aimed at identifying the existing recruitment policies and practices for government Medical Officers (MOs) from Gujarat state in India. The analysis is based on document review to understand the existing policies, 19 in-depth interviews with MOs to understand the systems in place for recruitment of MOs, construction of job histories from interviews to understand various nuances in the recruitment system and five interviews with Key Informants to understand recruitment policies and their actual implementation. Thematic framework approach was used to analyse qualitative data using NVivo. Results: While the state has general recruitment guidelines called the Recruitment Rules (RRs), these rules are very wide-ranging and fragmented. The MOs were neither briefed about them nor received copies of the rules at any time during the service suggesting that RRs were not transparent. The recruitment system was considered to be slow and very sporadic having possible implications for attraction and retention of MOs. The study results indicate several other system inefficiencies such as a long time taken by the health department to provide salary benefits and service regularization that has a negative effect over MOs' motivation. The study also found unequal opportunities presented to different categories of MOs in relation to job security, salary benefits and in recognizing their previous work experience leaving MOs unclear about their future thereby influencing the attraction and retention of MOs to government jobs negatively. Conclusions: If long-term solutions are to be sought, the health department needs to have an effective recruitment system in place with the aim to (1) address the slow and sporadic nature of the recruitment system (that is likely to attract more doctors and prevent loss of a...