Discussion on SHORTCOMINGS OF HRM HIRING PROCESS

Contents

Question 1: 2

Question 2: 3

References 4

HRM Hiring Process.

Question 1:

Ans: If despite the business being successful there is a lack of recruits than it means that there is some sort of problem with the recruitment process and it is necessary to make corrections to the recruitment process before it is too late (Vincent, 2019) . The common flaws in the recruitment process are:

• Lack of communication: Due to miscommunication and disconnection between the hiring personnel, HR and SME, there is an initial delay along the recruitment process. Because of the lack of communication among the hiring authorities, the decision-makers have different opinions, and the candidate gets confused. 

• Hectic interview process: Interviewing is a stressful process for the applicants and requires a lot of effort and time. In these cases, the interviews are poorly conducted and incompetently organised and are conducted by inexperienced staff; the process itself becomes tiring and fails to fulfil the intended purpose. It is not efficient to send an interview to different rooms and then asked the same questions.

• Unmanaged feedback: Making applicants wait for a long time for a response is foolish as the candidate requires a job and is in a hurry. If he gets informed too late, he might already have joined another job.

• Failure of improvement: No matter how efficient the recruitment process once was if it is not improved over time, then it becomes useless.

Question 2:

Ans: Hiring the wrong employee is a waste of time and resources. The HR department must ensure the hiring of the right people for the right job (report, 2015). Some of the steps that HR can take to improve the recruitment process are:

• Diversification and renewing job requirements: If there are a lack of qualified applicants for a job, then there is a need to redefine your job advertisement and research to find the problem hindering applicants from appearing.

• Change your approach: If you are unable to hire the right employee, then you need to rethink your approach towards the hiring process and use a different medium for hiring and advertising for jobs than before.

• Streamline background checking: Background checking process is costly and time-consuming, so the HR needs to make the process effective and skimmed. 

• Hire and then train: If you are unable to find the applicants with the right qualification, then find the applicants with the right attitude and then train them for the job.

• Elimination of Bias and improving effectiveness: Automate most of the hiring process to save time and resources and use modern hiring tools.

• Feedback collection: Collect and analyse data from all the candidates that appear for an interview and those that were hired and then based on that feedback make modifications.

References

report, M. (2015). Supply, implementation and maintenance of a computerized management solution recruitment hr processes. Trade Publication.

Vincent, V. (2019). 360° recruitment: a holistic recruitment process. Strategic HR Review.