Challenges Faced by ICL Student Job Search Hub and Solutions

This article discusses the challenges faced by ICL Student Job Search Hub and provides solutions to overcome them. The challenges include delayed response to emails, complexity in data collection, negative perceptions, and deficiency of manpower. The solutions include innovation, ethical conduct, social responsibility, and cultural intelligence.

Running head: RECRUITMENT PROCESS
Recruitment Process
Name of the Student
Name of the University
Author note

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Table of Contents
Introduction:....................................................................................................................................3
Discussion:.......................................................................................................................................3
Part A: Written report:.....................................................................................................................3
Overview of the four issues faced by ICL Student Job Search Hub:..............................................3
Delayed response to email by candidates:.......................................................................................3
Complexity in the collection process of data:..............................................................................4
Negative perceptions and misunderstanding regarding Student Job Search Hubs:.....................4
Deficiency of manpower:............................................................................................................5
Challenge chosen to resolve-Negative perceptions and misunderstanding regarding SJSH
(McGee, 2015):............................................................................................................................5
Resolving to the identified challenges or issues:.............................................................................6
Innovation and improvement:......................................................................................................6
Ethical conduct:...........................................................................................................................6
Social responsibility:...................................................................................................................7
Cultural intelligence:...................................................................................................................8
One conflict that arose:....................................................................................................................8
Part B: Written reflection:...............................................................................................................9
Positive workplace culture:..............................................................................................................9
Conclusion:....................................................................................................................................12

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Bibleography:................................................................................................................................13
List of figures:
Figure 1. Innovation tools................................................................................................................7
Figure 2. Characteristics of positive workplace culture................................................................11

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Introduction:
The corporate entities today are facing severe challenges in sustaining in the market and
generate high revenue. The factors responsible for these issues can be stemmed in the operational
methods of the companies or can be rooted in the market. The practices like lack of proper
customer communication can result in loss of customers. Similarly, the factors like competition
in the market are responsible externally for these issues. The present paper would delve into the
business issues which ICL Student Job Search Hub was facing in the market.
Discussion:
Part A: Written report:
Overview of the four issues faced by ICL Student Job Search Hub:
Delayed response to email by candidates:
The first issue which ICL Student Job Search Hub faced was the job searching
candidates, its main target customers delayed checking and responding to emails. This delayed
responses and further actions from the candidates’ end not only affected the job acquisition of
the former but also affected the revenue generation of the firm. It can be pointed out that job
related emails have limited tenure beyond which they do not have any utility. The delayed
checking of the job related emails often resulted in the candidates losing job opportunities. It can
also be pointed out that the firm provided the students with resume making assistance and
arranged for visits to job fairs. It can also be pointed the online job search firm first had to enter
into contract with employers to provide them with high quality talent. Thus, delay in candidate
response, especially after assigned interview date was over, have severe consequences on the

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business and market image of the firm. First, the business clients which the job search portal
provided with employees, could consider the event as a breach of contract. The situation could
encourage the business clients initiate termination of the business relation with ICL. This would
lead the consultancy lose its business clients and its market image would suffer from serious
damage. Thus, it can be inferred that the issue of delayed response from the candidates would
result in revenue risks and goodwill loss of ICL.
Complexity in the collection process of data:
The second issue which ICL encountered in the course of its operations was the
complexity which was involved in the data collection method. The online job hub had to face
difficulties in accessing to the population of job seekers. This difficulty was intensified by the
fact majority of candidates searching for job opportunities did not maintain updated profiles on
job portals. Thus, the pieces of information available from job portals were not complete and
authentic. Hence, it can be pointed that ICL faced difficulty in creating data base of job
candidates in different profiles. Moreover, due to availability of large bodies of data which
included both inaccurate and accurate data sets, the job search hub faced difficulty in compiling
the data. Thus, both data acquisition and data management were challenging for the firm.
Negative perceptions and misunderstanding regarding Student Job Search Hubs:
The third issue which ICL encountered while obtaining candidates seeking jobs from the
job market was negative perceptions which student job search hubs had in the market. The case
study clearly mentions that the SJSHs enjoyed a very bad reputation in the market owing to their
exploitation of the job seekers and inability to provide them with satisfactory jobs according to
their qualifications. The employer firms similarly were not able to get quality sources of
employees from these consultancies. The case study also mentions that the consultancies often

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violated the contract signed between the clients and the former. It did not refund the amount that
was refundable according to contracts. These violations of contracts entered between the
consultancies and the candidates repelled the latter. These unethical practices created a negative
perceptions among the job seekers. This negative perception was an issue for ICL because the
hub found it difficult to gain trust from candidate and attract the latter. This resulted in negative
flow of revenue in the former. Moreover, due to this incapability to attract candidates prevented
reputed employers from entering into contracts with the job searching hubs like ICL. These
unethical practices were also responsible for lack of cooperation from the side of the candidates.
Thus, the issue of negative perception about SJSHs indirectly resulted in the first issue and hit
the revenue generation in ICL.
Deficiency of manpower:
The fourth issue which ICL encountered while operating the market was lack of
sufficient manpower. An overview of the job industry would show that job seekers do not
consider the job at HR consultancies as lucrative career options. Thus, the consultancies
operating in the HR industry found it difficult to acquire sufficient manpower from the market to
be able to operate on a large scale. ICL faced similar problem which prevented its growth in the
market.
Challenge chosen to resolve-Negative perceptions and misunderstanding regarding SJSH
(McGee, 2015):
ICL should take appropriate actions to solve the issue of negative perceptions which
prevailed in the market regarding SJSHs among candidates.ICL should view this issue as an
opportunity to establish itself more strongly in the job placement market. The firm should
operate ethically and provide authentic information about job to job seekers. The firm while

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serving its business clients, the employers and the job seekers, should be transparent to both the
parties. It should operate legally and refund security money to the candidates who fail to qualify
the interviews. The firm should comply with labour laws and establish itself as a firm which
operates ethically in the market. These modes of operations of ICL based on law and ethics
would differentiate it from the other consultancy firms and enable it to attract more job seekers.
Similarly, its ethical operations would attract more business customers. This support from both
employers and job seekers would boost the business of ICL and enable it to establish itself
strongly in the market.
Resolving the identified challenges or issues:
Innovation and improvement:
ICL should exhibit the highest order of professionalism to attract job seekers to provide
them with jobs and earn huge revenue. The staff of the job search hub should present proper
behaviour and attitude while serving clients, the job seekers. The firm should exhibit high quality
services by upholding the expectations and requirements of the candidates while making
appropriate job opportunities available to them.
Ethical conduct:
ICL should operate in ethical ways while serving the job seekers and providing the job
seekers to accurate information pertaining to jobs. For example, the consultancy services
should not mislead the job seekers with inappropriate job just to earn revenue. Secondly,
the staff should uphold law while serving clients and adhere with the contracts. The firm
should refund the securities amount to the clients as per the conditions of the contract. This
compliance with laws would enable the firm to differentiate its services from the unethical

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firms and attract more quality candidates. Thus, it would be able to provide the employers
with more quality candidates and earn revenue from them as well.
Figure 1. Innovation tools
(Source:Rohrbeck, R., Thom, N., & Arnold, 2015)
Social responsibility:
ICL must exhibit high level of social responsibilities while operating in the market, The
consultancy firm should provide avocational training to the specific community groups and
enable them to find jobs. Similarly, it can support the start-up firms with limited manpower
to acquire manpower at subsidised charges. These activities would enable ICL to bring
about social development and encourage growth of start-up businesses. This way ICL can

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encourage economic sustainability among the local population. This would enable it to
develop a more socially responsible image and strengthen its market goodwill. This
strengthened goodwill would enable the consultancy to attract more quality employers and job
seekers as its clients. Thus, implementing a strong corporate social responsibility would enable
ICL to bring about growth in revenue generation by counteracting the issue of negative market
image.
Cultural intelligence:
The consultancy firm should exhibit high level of cultural intelligence to attract quality
clients. It should exhibit high level of knowledge and respect about the cultural background of
each candidate. This candidate centric business dealing would enable the firm attract candidates
from different ethnic groups from different national backgrounds. Thus, ICL would be able to
provide its business clients with diverse manpower and indirectly promote innovation
within their operation. This would enable the firm to attract more job seekers and
employers as its client and generate more revenue.
One conflict that arose:
The conflict which rose within the operational level of ICl was lack of difficulty in
finding job seekers and the pressure to provide sufficient manpower to its business clients, the
employers.. The consulting firm found it challenging to gain sufficiently big body of data to
provide its business clients, the employing companies with sufficient manpower. Firstly, ICL
require ti provide its employer clients or business clients with sufficient client data so that they
could shortlist for interview. Secondly, ICL required to gain access into the labour market to
attract qualified manpower. These two business requirements of the firm conflicted because the
job seekers did not maintain properly updated details on the online job searching portals.

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Moreover, the job seekers did not consider the consultancies to be genuine and did not respond
to their messages on time. These two factors prevented ICL from providing its business clients
with sufficient candidates. The third factor was that though the firm was under continuous
pressure to provide sufficient quality manpower to its business clients to retain them. However,
this deficiency of updated data about job seekers prevented ICL from serving its business
cutomers appropriately. This inability of providing business clients with sufficient manpower
resulted in termination of business partnerships between the former and ICL. This resulted in
losing of business opportunities of ICL to acquire new customers and generate revenue. The job
seekers also respond to the communication about interview which ICL provided them. This
negative feedback which iCL received from job seekers led to further loss of revenue. The
management of ICLSJSH had to put immense pressure on the employees to acquire new
customers. . Though the case study remains silent about the conflict, it could be inferred from the
discussion that the conflict could result in high employee turnover within ICL. This situation
would further sharpen the pressure of business on the company as a whole, thereby eroding its
business productivity. This created a conflict between the business needs of ICL, its business
clients and job seekers at the operational level. The outcome of these conflicts at the operational
level both internally and externally resulted in jeopardizing the entire business operations of ICL,
thus threatening its very market sustenance.
Part B: Written reflection:
Positive workplace culture:
Positive work culture and team management provide substratum to effective management
of operational challenges. If I were a to lead a team working towards recognising and

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counteracting the challenges faced by ICL Student Job Serach, I would have taken the following
steps to establish positive culture in wokrplaces:
People care
The management of ICL should train and enable employees to achieve professional
development. This factor would greatly enhance the performance of the employees due to
increased feeling of responsibility towards the management body. The firm should ensure that it
is able to attract sufficient number of job seekers of different backgrounds like experience using
its CSR and marketing prowess. This would enable it to provide its business clients, the
employers with sufficient manpower. This in the first case, ICL would be able to make sure
satisfaction of both its business clients and job seekers by establishing strategic fit between them.
Secondly, the management would not have to put intense pressure on the marketing department
since the firm would be earning huge revenue by satisfying its clients. This would decrease in
pressure would create job satisfaction among the employees. Thus, the firm can deal with the
issue of lack of business generation by caring for its people.
I would encourage ICL to interact with job seekers and companies on regular basis. I
would encourage to senior employees to mentor junior employees. ICL should establish positive
communication among the customers by exhibit ethical business practices. This would enable it
counteract the issue of lack of market image of its customers. It can further enhance its image by
communicating with its clients on continuous basis
ICL must listen to feedback from its clients and understand their needs. This would
enable it to serve them more appropriately and ensure their satisfaction. This would enable it to
generate more revenue.

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The staff of ICl should act in responsible and ethical ways. First, I would direct ICL to up
hold the expectations of customers, the job seekers and provide them with proper guidance. As
far as employers are concerned, the staff of ICL should provide them actual data about available
pool of candidates. This way ICL can seek to establish strategic fit and contribute towards
develop of both its client groups.
ICL must appreciate the achievements of its employees and provide them with
professional growth. It should try to motivate them and train them further. This would boost the
operation of the consultancy firm.
Fig
ure
2.
Characteristics of positive workplace culture
(Source:Brewster, Chung& Sparrow, 2016)
I can reflect upon my learning process and point out several challenges which I faced.
The first challenge was that the curriculum was a lengthy compared to the time available and I
found it bit difficult covering the entire syllabus within the limited time. I conducted in depth
PaoplecarePsoitivecommunicatListeningfeedbacResposnibilitiesandconAppreciation

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research by reading articles, newspapers and journals to develop deeper knowledge about the
management subjects. I can point out that this ability to conduct secondary research .enabled to
collect a large body of information which while researching on the given case study.
Conclusion:
I can point out that there were several challenges which my team members faced,
however upon reflecting I can point out that the most notable challenge was lack of cooperation
among a few team members. I managed the situation by continuously communicating with the
team and gaining their confidence gradually. This learning enabled me to analyse the case study
about ICL and realise the challenges the firm was facing.

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Management, 25(8), 1069-1089.

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Kuei, C. H., Madu, C. N., Chow, W. S., & Chen, Y. (2015). Determinants and associated
performance improvement of green supply chain management in China. Journal of
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