Addressing HR Discrepancies in Recruitment

This assignment analyzes the discrepancies between HR theories and practices in recruitment at ABC Company. It highlights issues such as inadequate job descriptions, insufficient candidate screening, and limited recruitment strategies. The report proposes solutions to address these discrepancies, including detailed job advertisements, thorough candidate assessments, and utilizing social media platforms for recruitment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the University
Author Note

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Executive summary
The purpose of this report is to find out solution for the various issues faced by the ABC
Organization due to discrepancy in HR theory and practices associated with the recruitment of
employees in the organization. This report includes description of the discrepancy juxtaposing
the theory and practice associated with the recruitment of staffs in the mentioned organization,
consequences of discrepancy and solution to fix the discrepancy. Finally it has been concluded
that by implementing the strategies mentioned in the report, the issues due to discrepancy
between the recruitment theories and practices in the organization can be effectively eradicated.

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Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
1. Description of the discrepancy juxtaposing the theory and practice.......................................3
2. Consequences of discrepancy..................................................................................................4
3. Solution to fix the discrepancy................................................................................................5
Conclusion.......................................................................................................................................5
Reference List:.................................................................................................................................7

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Introduction
While several organization are able to deal with this discrepancies in an effective way, a
good number of organization across the world faces major hurdles while dealing with the
issues faced due to the mentioned discrepancies. In this report, several issues of HR practices
due to the discrepancy in recruitment theory and practices have been discussed along with the
consequences of discrepancy and solution to fix the recruitment practices.
Discussion
1. Description of the discrepancy juxtaposing the theory and practice
One of the major roles of the HR department is to recruit employees who are ideal for the
respective posts in an organization. According to HR theories associated with employee
recruitment, several steps needs to be followed which includes posting effective job
description which will contain detailed information about the job post, qualification needed
for the post (Al et al., 2014). However, in ABC organization, due to lack of proper HR
practices, recruitment advertise containing inadequate information are posted in websites.
Employees should be hired only after multiple rounds of interviews to understand the
potential of the candidate to fulfill the requirements of the particular post. However,
considering the fact that ABC organization is a fast growing company, candidates are
appointed just by conduction of a very brief interview. The HR theory states that in order to
attract huge number of candidates and candidates with high skills and experience, job
advertise should be given in popular recruitments spots (Kapse et al., 2012). However, being

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a developing company, the budget of the mentioned organization does not support the
mentioned theories. As a result advertises are posted in rarely known recruitment websites.
2. Consequences of discrepancy
Due to the above mentioned discrepancy between the theories and practices associated with
the recruitment of employees in ABC organization, several potential consequences that can
impose negative impact on the organization can be stated. Considering the fact that inadequate
information is provided about the job post in the job advertisement, several potential candidate
are not applying for the job due to lack of clarity. This in turn, is narrowing the scope of
employing highly efficient candidates for the required posts.
Considering the fact that employees are hired without conducting effective recruitment
methods that includes multiple interviews, the risk of hiring unprofessional and unskilled
employees get increased (Griepentrog et al., 2012). Recruiting candidates who lack knowledge
about professional ethics may get involved in several unethical activities in the organization.
This may impose high negative impact on the organization and even may give birth to legal
issues and defamation. Employing unskilled candidate will reduce the productivity of the
organization and the overall revenue will get reduced in the long run.
Due to the fact that advertisement for the job posts are posted in rarely visited recruitment
websites to minimize the recruitment cost, there remains a high risk that the advertisement is
missed by skilled and experienced employees. This issue added to the issue with inadequate
information provided in the advertisement, further narrow downs the scope of recruiting eligible
candidates. As a result of these practices, the HR department receives very less number of job

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applications (Cascio, 2018). The worst part is that, a majority of application received by the
mentioned organization are from candidates who lack either professional ethics or skill.
3. Solution to fix the discrepancy
The above mentioned discrepancies can be managed by implementing appropriate strategies
by the HR manager of the ABC Company. In order to deal with inadequate information about the
vacant job post, a meeting with the managers of the organization should be conducted. In this
meeting, crucial social and professional skills that are required for that particular post will be
decided and included in the job advertisement along with detailed information about the job type
and job location. Before posting it to the recruitment websites, the advertisement should be
scrutinized thoroughly.
In order to deal with the HR practice of recruiting candidates without thorough screening for
quick recruitment, strategies like cutting down the long list of candidate and interviewing only
some chosen candidate can be implemented (Al et al., 2014). In order to choose appropriate
candidates, detailed information of the candidate needs to be scrutinized and meetings should be
conducted to prepare a list of questionnaires that can effectively determine the candidates’
professional ethics and skills.
In order to attract the attention of a huge number of potential employees despite lack of
resources, recruitment advertise should be posted in social media platforms like Facebook and
Linkedin. Besides that, a social media page of the mentioned organization should be formed to
grab the attention of interested candidates.

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Conclusion
From the above discussion it can be concluded that by implementing the above
mentioned strategies the issues due to discrepancy between HR theories and practices in the
organization can be effectively eradicated. In order to make the implementation of the above
mentioned HR strategies possible, participation of all the managers of the ABC company is
required.

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Reference List:
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and
future research directions. Journal of World Business, 49(2), 173-179.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education., 24-36
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012).
Integrating social identity and the theory of planned behavior: Predicting withdrawal
from an organizational recruitment process. Personnel Psychology, 65(4), 723-753.
Kapse, A. S., Patil, V. S., & Patil, N. V. (2012). E-recruitment. International Journal of
Engineering and Advanced Technology, 1(4), 82-86.