HR Challenges In Recruitment

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Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align recruitment processes for the benefit of the the

organisation. The HR professionals handling the recruitment function of the organisation- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. The major challenges faced by the HR in recruitment are:

Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

Employee Selection Process

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

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Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Types of tests

Achievement or Performance test: - These tests measure the applicants ability to do the work. Applicants is simply asked to demonstrate his ability like typing test for the job of typist of making Programme in particular computer language for the job of software development. Intelligence test/ Aptitude test: - This test tries to measure the intelligence of the applicant. It includes verbal comprehension, reasoning memory test, visualization word fluency etc. These tests are designed for the different age groups. Organization tries to select intelligent people so that they can learn easily during training and learning process. Personality Test: - these tests are used to find the fundamental aspects of the applicants such as self confidence leadership ability patience etc. personality test is essentially a projective test because it projects thepersonality of individual required for the success of job and may employed for the organization Interests Test: - Interest tests are designed to discover a persons area of interest and identifying the jobs that will satisfy him. It generally measures interest in outdoor activities mechanical computational artistic musical clerical etc.

Advantages of selection tests 1. Selection test can be used to weed out the large number of candidates who may not be considered for the employment. Normally organization receives a large number of applications so these tests help to find out the suitable candidates having required characteristics for the position. Selection test will provide cut off point above which candidates may be called for the interview.

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Selection test can provide the information about the qualities and potential of the prospectiveemployees which can not be known through other methods including personal interviews. These tests also help for the promotion of the potential candidates. Selection tests are standardized and unbiased method of selecting the candidate. Thus a person who is not selected on the basis of test can not argue for the partiality in selection process. Impartiality is very important for organizations like public sector.

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Employee Selection Tests

Organisations typically use several different methods to assess job applicants: you will usually be asked to complete an application form, send in a copy of your resume and attend at least one interview. One method that is becoming increasingly used is employee selection tests. These tests aim to provide a potential employer with an insight into whether you will be able to cope with the intellectual demands of the job and how well you work with other people.

Employee selection tests can be split into personality tests and aptitude/ability tests.

Employee Selection Tests - Aptitude and Ability Aptitude and ability tests consist of multiple choice questions and are administered under exam conditions. These types of test can be broadly classified onto the groups shown and you may be asked to sit a test which consists only of numerical questions or these may form part of a test which consists of questions of different types.

This will depend very much on the job you are applying for. For example, jobs that require you to handle figures on a day to day basis may have a higher proportion of numerical reasoning questions, whereas tests used for information technology jobs tend to have a higher proportion of abstract reasoning questions. Verbal Ability Tests Includes spelling, grammar, ability to understand analogies and follow detailed written instructions.

Numeric Ability Tests - Includes basic arithmetic, number sequences and simple mathematics. In more complex numerical critical reasoning questions, blocks of information are provided that require interpretation.

Abstract Reasoning Tests - Measures your ability to identify the underlying logic of a pattern and then determine the solution. They are deliberately designed so that the visual problem-solving strategy will work better than any other approach.

Spatial Ability Tests - Measures your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures.

Mechanical Aptitude Tests - Designed to assess your knowledge of physical and mechanical principles.

Data Checking Tests - Measure how quickly and accurately errors can be detected in data and is used to select candidates for clerical and data input jobs. Work Sample Tests Involves a sample of the work that you will be expected do. These types of test can be very broad ranging. They may involve exercises using a word processor or spreadsheet if the job is administrative or they may include giving a presentation or in-tray exercises if the job is management or supervisory level.

For more information see - Employee Selection Tests - Aptitude Tests.

Employee Selection Tests - Personality Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the employer is looking for and whether you going to fit in to the organization.

The principle behind personality questionnaires is that it is possible to measure your personality by asking you about your

behavior and feelings. You will be presented with statements describing various ways of feeling or acting and asked to respond to them as either true or false or on a scale. For example:

1. I enjoy noisy parties ? A) True B) False

2. I always trust my intuition? A) strongly disagree B) disagree C) neutrals D) agree E) strongly agree

These tests can help prospective employers to find the best match of individual to occupation and working environment. As a recruitment and selection tool, they can be applied in a straightforward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job or, using a more sophisticated approach, to provide guidance on career progression to existing employees. For more information see - Employee Selection Tests - Personality Questionnaires.

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