Challenges in Recruiting Workforce for Alliance Group Ltd. in NZ

This report examines the significant challenges Alliance Group Ltd. faces in recruiting and retaining the right workforce in New Zealand. The introduction highlights the importance of effective recruitment for organizational success, particularly for Alliance Group Ltd., a major food company. The report identifies key challenges, including labor demand, the company's image, workforce aging, and demographic factors. It explores how these issues impact the company's operations, potentially leading to reduced production, revenue loss, and difficulties in meeting market demands. The report emphasizes the need for qualified recruiters, the importance of addressing negative perceptions, and the need to manage an aging workforce. The conclusion stresses the importance of proactive management strategies to overcome these challenges, ensuring the company's continued success. The report provides a comprehensive analysis of the issue and suggests the importance of effective recruitment strategies.

Running Head: RECRUITING THE RIGHT WORKFORCE FOR ALLIANCE GROUP LTD.
IN NEW ZEALAND 1
Recruiting the Right Workforce for Alliance Group Limited in New Zealand
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Introduction
Just like every organization that operates around the different marketplace, recruitment
process and selection for the right individuals for any task for Alliance Group Ltd. in New
Zealand is a significant challenge. The method of recruiting different individuals is known to be
the set of various activities that have the capabilities needed to aid every firm in competing for
its set goals. Some of such objectives during the process are to find the right individuals that can
apply the real or anticipated unoccupied posts within the organization (McCarthy, 2016). The
achievement of each method of recruitment in any organization around the entire globe relies
significantly upon the capacity of each applicant to answer the interview questions posed to them
correctly. There are several modes of recruiting workforce in New Zealand. They comprise of
the use of internal and external sources. The internal sources as a process of hiring workforce
always consist of the idea of an employer getting different referrals of workers from other
entities (Moschetto, 2014). However, external sources as the process of recruiting workforce
comprise of the use of professional associations, consulting other firms for referrals, use of ads
through printed media such as newspapers, websites, and campus recruitment among others. The
changes in practices of conducting recruitment processes address how various individuals
alongside challenges in the operations of the corporation aim to advance for a long duration
(McCarthy, 2017). Therefore, the principal target of this research paper is to determine how
recruitment of the workforce in Alliance Group Ltd. is a significant challenge in its operations.
The article also illustrates how the key challenge of recruiting the right workforce will impact the
services of Alliance Group Ltd. in New Zealand.
Key challenges for recruiting the workforce for Alliance Group Ltd. in New Zealand

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The fundamental challenge of recruiting the right workforce for Alliance Group Ltd.
tends to occur due to different decisions that managers make concerning the market or products
to produce. However, such challenges are rampant because the management tends to ignore
variation of workers that make the process to face difficulties (Dickerson & Butler, 2018).
Several factors lead to the challenge of recruiting the workforce within Alliance Group Ltd. that
operates as New Zealand’s most abundant food company. Some of the factors comprise of the
constant demand for labor in New Zealand, the image of Alliance Group Ltd., issues linked to
demographic settings like the aging, diversity in variation, along with present generation in the
region.
Supply together with labor force demand in New Zealand
Different operations of Alliance Group Ltd. faces the enormous danger in the process of
recruitment due to the vital need and search for skilled, qualified, alongside talented individuals.
The individuals are needed by the management to support company’s operations of providing
sheep meat processing services. The inefficiency to recruit unskilled workers has negatively
affected the company in dealing with different farmer co-operative that export beef, lamb,
venison, and co-products to at least sixty-five nations. The organization concentrates on n the
idea of getting the right workforce by deploying appropriate strategies that can attract the vast
number of skilled workforce to its functions (Baran & Kłos, 2014). The need for various workers
to support operations of Alliance Group Ltd. makes the recruitment process of fresh workers and
selection of new employees to fail in the process of attaining appropriate procedure. Besides,
cases of high demand for skilled labor makes the management of Alliance Group Ltd. to aim at
getting several individuals to be onboard rather than concentrating on employing qualified
individuals. Moreover, the process of recruitment for the right workforce makes Alliance Group

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to face the biggest test of hiring skilled workers (Sutton, 2019). Therefore, there is a need for
qualified recruiters need to focus on creating the interests of leaving their current working firm
mainly because they have the panic of being faced by cases of salary delays.
Organization’s image
The picture of Alliance Group Ltd. has been the major contributor to the challenge it
faced with recruitment of the appropriate workforce. Several individuals that put negative
comments on its operations, its meat products, and services make various individuals that qualify
to work in the farmers’ cooperative to shy away from attending any recruitment process. Such
cases of low turnout during recruitment processes lead to an inadequate number of persons to be
hired for various duties within the organization (Enos, 2019). Furthermore, during the operation
of recruitment, management of the company is faced with different challenges that comprise
competition over vacant positions among individuals, restriction of company, and cultural beliefs
that need only natives to be given priority in the process (Glasscock, 2013). Hence, how different
individuals portray the image of an organization is significant in ensuring the success of the
recruitment process by attracting the right persons to fill vacant positions.
Aging among workforce
The aging individual within the New Zealand community poses to be another significant
danger that negatively affects the process of recruitment of the right workforce within Alliance
Group ltd. For instance, departing of several aging workforces from the organization as they
retire from working in the farmer’s cooperative leads to the development of a massive void in the
operations of the company that calls for quick recruitment (Davey, 2015). The aging workers
within the Alliance Group Company are continually getting their benefits of retirement in
different forms such as wages and pension making the company spend massive cash on pleasing

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aging workers rather than organizing for the active recruitment process. Such benefits that are
rewarded to aging workers lead to be another challenge experienced by the management of the
organization in ensuring they plan for an effective method of recruiting workers (Sutton, 2015).
Nevertheless, Alliance Group Ltd. faces the critical challenge in recruiting the right workforce,
as it has been unable to have appropriate care for expenditures for its young together with the old
labor force.
How the challenge of recruiting the right workforce will impact operations of Alliance
Group
The challenge faced by Alliance Group Ltd. of attaining the right workforce will harm its
operations. The company will not be in a position to find the necessary replacement once
individuals retire, get fired, or pass on (Baran & Kłos, 2014). The inability to find the right
alternative of departed workers will make the company have limited workers that cannot
adequately support every operation as set by the management. Hence, the inability to carry out
all the activities or services as set by the company’s overall visions and mission will make it to
experience cases of decline in its earnings. Moreover, the company will be underdeveloped as it
will lack an adequate number of individuals to utilize every resource available in improving the
firm’s production. Management will continue aiming at improving the recruitment process by
channeling huge funds to the human resource department (Moschetto, 2014). Although, such
huge sum of money could be used in researching how to improve the production of sheep or beef
meat in the competitive market for agricultural products.
The company will struggle to find the right talent that can help it in improving every
operation. With an inadequate number of employees in place, the company might lack enough
human resources to continue supporting its services that need to keep pace with the constant

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variation in the digital era. Few applicants for the job due to negative images that had been
posted by several persons around New Zealand will make the company fail to meet the demand
of the labor market. The company will not be able to meet the need to make a quick hire if there
is a need for an urgent replacement of an individual for the smooth operation of the activities
(Glasscock, 2014). Hence, the company might reduce revenue collection as the lack of the right
workforce during the recruitment process will force the management to cut links with other
markets making them lose the income they could have gotten from such markets. The loss in
revenue also might lead to cases of reduction in salaries being earned by the existing workers as
the company cannot have higher expenditure than income from the targeted markets (Dickerson
& Butler, 2018). The critical challenge of recruiting the right workforce will result in reduced
production within the company. The company might have inadequate personnel to produce beef
and sheep meat that can meet various desires of targeted clients around New Zealand. Hence,
this challenge remains to be a menace if the management does not well address it in good time.
Conclusion
It is apparent from this examination that key challenges that affect recruitment for the
right workforce for Alliance Group Ltd. do not end at the moment they hire skilled and qualified
employees. However, it greatly depends on different approaches that are set in place by the
organization’s manager to follow up activities of each recruiter. The management has the
responsibility of ensuring that ideal principles are set in place to improve on the process of
recruitment for the right workforce.

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