Telstra Recruitment Strategies Analysis

This assignment examines Telstra's current recruitment strategies, identifying areas of strength and weakness. It analyzes the factors contributing to high employee turnover within the organization and proposes strategies to improve candidate attraction, selection, and retention. The analysis emphasizes the importance of building a strong employer brand, implementing effective talent management practices, and streamlining the recruitment process to enhance Telstra's competitive advantage.

Running head: HUMAN RESORCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report is based on analyzing the issues that are faced by the organizations in order to the
different strategies that are required in the process of recruitment. The company that has been
taken here in this assignment is Telstra that helps in understanding the different kinds of
problems faced by the company in regards to recruitment process.
The aim and purpose of the report is to analyze the issues that are faced by the company in
the process of recruitment. The strategies have to be implemented by them in order to reduce
the complexities.
The conclusion is based on identification of strategies that helps in improving the recruitment
process and resolves the issues that help in improving the condition in the organization as
well.

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1. Introduction
The report is based on understanding the human resource management in a respective
organization named Telstra, Australia. Human resource management is proper management
of human resources in the organization. Human resource management has to be properly
designed by the employees of Telstra as to maximize the performance of different employees
in the organization and properly identify the strategic objectives of the company.
The main aim of the report is to identify the key challenges for recruiting
candidates in Telstra and identification and application of strategies that are required to
cope up with such challenges as well. The main purpose of the report is to analyze the
challenges with respect to supply and demand, issues related to demographic and
organizational image of Telstra. Proper strategies need to be implemented by the company
in order to reduce such challenges that are faced by Telstra and improve the recruitment
process as well.
The structure of the report includes the proper identification of the challenges and
different techniques to reduce the impact of the risks from the business. The
recommendation strategies have to be properly implemented in order to understand the
challenges with respect to demand and supply along with the image of the organization as
well. The strategies has to be properly implemented as this will help in improving the skills
that the organization needs to adopt in order to reduce the complexities in the organization
and implement such strategies to attract the candidates as well.
2. OVERVIEW OF TELSTRA
Telstra is the leading telecommunication and technology based company in
Australia that offers different ranges of communication services as well as competing in the

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entire telecommunication industry as well (Telstra, 2017). The main motive of Telstra is to
provide their customers proper service by improving different ways in which they work and
live through such connection. The purpose of Telstra is to create brilliant connected future for
the customers across the world.
2.1 CHALLENGES FACED BY TELSTRA
There are different kinds of key challenges for recruiting the workforce for Telstra
are described as follows:
According to Breaugh (2017), finding as well as retaining the talents in the
organization is one of the challenges that are faced by the recruitment team in Telstra,
Australia. The spread of globalization and technology has properly ensured level playing
fields in the different terms such as information, technology and proper availability of
finance as well.
However, on the other hand Hu (2016) commented that the retention of the deserving
candidates is a crucial source that is competitive advantage for Telstra. As there is huge,
competition in the industry, hiring new employees is a difficult task and the demographic
factor that includes the level of education is not matching the criteria of the respective
organization.
According to Patil, Patil, Wagh & More (2017), managing the diversity is a challenge
that has to be faced by Telstra as increasing thrusts towards the globalization has increased
and the demand for the good candidates is a challenge that is faced by Telstra, Australia.
However, according to Kodeih & Greenwood (2014), the challenge that is faced by
Telstra is not being able to retain the talents and the supply of such candidates is less in the
industry as well. The demand and supply of talented candidates are not equal in the present

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scenario and the companies are the ones who are suffering and not able to hire candidates
who are talented in nature.
Similarly, according to Nadda, Rafiq & Tyagi (2017), managing the change is other
challenge faced by Telstra, as the change is the focus of the organizations in the world. The
major constraint faced by Telstra is not being able to implement the changes that are required
in order to improve the organizational image of the company. Stone & Dulebohn (2013)
commented that the main challenges that are faced by Telstra in order to manage the change
and create a good organizational image are as follows:
o Telstra is not able to help the employees or the candidates in overcoming the
change by properly convincing the candidates about bigger picture
o No proper leadership is provided by Telstra in order to improve the changes
o No stability is ensured by Telstra of different systems as well as the processes
during the process of change in the organization
o Telstra applies no proper processes in order to equip the employees in dealing
with different realities of the companies.
According to Patil, Patil, Wagh & More (2017), requirement of skills is the other
issues that is faced by Telstra in Australia as the demand of the candidates are not met by
Telstra as the supply of the desirable candidates are not the same as the ones desired by
Telstra. The diversity among the employees is limited in nature in the present era and it is an
issue in the organization as well.
On the other hand, Festing & Schäfer (2014) commented that a globalized workforce
is the main challenge that is faced by Telstra that is leading to challenges in the culture of the
organization and it can influence the composition and size of the talent pools as well. The
complexities has to be properly understood by the HR department in the respective

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organization Telstra and it will require proper attention as well to make sure the process of
recruitment is fair and inclusive as well.
Lastly, Kodeih & Greenwood (2014) commented that Image of the job is another
criterion that has to be properly taken care as proper and better working condition is essential
in the organization, as this will help in attracting potential candidates in the respective
organization. On the other hand, according to Collings (2014), the demographic profile plays
an essential role in the management process, however this is not followed by Telstra
organization and this is creating challenges for the organization while recruitment process
that is conducted by them.
2.2 RECRUITMENT STRATEGIES FOR ADDRESSING THE CHALLENGES
 Improvements in the quality of the applicant is essential to be used by Telstra in
their business by using proper strategies of branding in order to bring drastic
improvement in the quality of the candidates for the required position of the job
(Greiner, 2015). The passive and prospective candidates can easily identify the brand
and feels eager to apply for the position in the company. Proper transparency is
required to be shown by the respective company towards the incentives, values and
proper employee relationship as well (Stone & Dulebohn, 2013).
 Lower cost of recruitments as well as quicker time to fill is essential in nature that
has to be done by Telstra, as this will enhance their reputation as well (Downes et al.,
2017). The recruitments costs has to be lowered by them as to attract large number of
candidates and this will help them in getting the suitable candidates at the same time
as well. This will help in enhancing the work of the recruiters in the company, as this
will provide the recruiters to spend less time on selecting the right candidates and

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waiting for the candidates to apply for the different kind of jobs that are posted in the
job portals as well (Greiner, 2015).
 Less turnover is essential as well as rate of turnover is defined as wherein the
employees who leave the organization and they are being replaced as well. According
to Kodeih & Greenwood (2014), 35% of the employees in the organization who left
the job voluntarily due to the ill behavior of the management team of the respective
company. The employees of the organization complained that there are conditions in
the organization that are harsh in nature and it will be unknown to the employees
when they newly join the organization (Greiner, 2015). Telstra needs to look into the
matters as this will help in reducing such issues from the organization and this will
enable the organization in attracting more candidates towards their organization as
well.
These strategies have to be implemented by the organization, as this will help in
improving the skills of the organization that has to be improved. This will help in
lowering the turnover rate of the organization and this will enable in making proper
decisions regarding the issues that has to be sorted out properly by the respective
organization as well.
The recruitment costs has to be lowered down by Telstra as this will help in
making positive efforts towards advancement and improvement of the recruitment
strategies that needs proper change in the entire organization and it will help in increasing
the number of employees in the organization as well.
3. Conclusion and recommendations
Therefore, it can be inferred that proper identification of the challenges in the process
of recruitment of the workforce in Telstra. The challenges have to be identified properly as to

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understand the issues that are faced by the company and implementation of strategies that
will reduce such challenges in the process of recruitment as well. The recruitment costs has to
be lowered by the company as this will enhance the brand name and the turnover has to be
less in nature as this will help them in improving the condition of the work atmosphere for
the candidates in the organization as well. The research on branding of the employees can be
starting point towards achieving success. The lower cost of recruitments as well as quicker
time to fill in the candidates will be another step in improving the recruitment process in
filling up the workforce in the respective organization. Telstra needs to implement such
strategies that will help them in significantly lowering the recruitment costs and it will help
them in recruiting suitable candidates for the required and desired posts in the organization as
well.
Lastly, it can be recommended that Telstra require changing and updating few
strategies in the process of recruitment in their company.
 The turnover has to be reduced by Telstra by implementation of strategies by hiring
deserving candidates and this will enhance their skills in the process of recruitment.
 The new methods have to be implemented by the company Telstra as to enhance the
reputation of their brand image and it will help in solidifying the position the
company as well.
 Proper organizing and managing of the candidates is essential in nature, as this will
help in improving the brand name of the company in the future.
 Lastly, Telstra has to properly implement the policies and procedures in accordance to
understand the issues that is required to make the process of recruitment more simpler
and easier in nature.

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References
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Recruitment, Selection and Employee Retention, 12.
Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring
the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
Downes, M. J., Mervin, M. C., Byrnes, J. M., & Scuffham, P. A. (2017). Telephone
consultations for general practice: a systematic review. Systematic reviews, 6(1), 128.
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A
framework for talent retention based on the psychological-contract
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Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with
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Hu, Y. (2016). Design and Implementation of Recruitment Management System Based on
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Nadda, V., Rafiq, Z., & Tyagi, P. (2017). Effectiveness and Challenges of Recruitment
process outsourcing (RPO) in the Indian Hotel Sector
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Robbins, D. A., Curro, F. A., & Mattison, J. (2014). Person‐centric clinical trials: Ethical
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