HRM Assignment 1: Analysis of Recruitment and Hiring Challenges

This report analyzes HRM Assignment 1, which focuses on the article "Your approach to hiring is all wrong" by Peter Cappelli. The assignment requires a summary of the article, discussing the mistakes in recruitment, the role of data science in hiring, and the challenges faced by employers in the hiring process. The article highlights issues such as the dishonesty of candidates, the limitations of data science tools, and the impact of employee turnover and recession on recruitment. The report provides an overview of the article's recommendations to improve recruitment, including designing jobs with realistic requirements and judiciously utilizing the recruitment budget. The report also discusses the limitations of data science in recruitment, emphasizing that data science tools often fail to capture the true talent of candidates. The assignment also explores why employers find hiring difficult, touching upon factors like the constricted labor market and voluntary employee turnover, and suggests improvements in recruitment strategies. The student has incorporated additional references to support the analysis.

Running head: HRM ASSIGNMENT
HRM ASSIGNMENT
Name of the student
Name of the university
Author Note

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Question 1
The respective article named “Your approach to hiring is all wrong” written by Peter
Cappelli talks about certain mistakes that the human resource personnel commit while recruiting
or hiring individual candidates for the jobs in their organization. The article has spoken about the
problems that recruiters face in hiring the best candidates due to slack in labor market and
worldwide recession. Issues such as lack of promotion and retention of the employees have
caused difficulties in finding good candidates in the market. Employee turnover is big issue and
the human resource personnel has the tiresome job to keep on hiring new candidates from
various fields (Long, Ajagbe & Kowang, 2014). The article has also proposed certain
recommendations by which the recruitment process can be improved and made premium, such
as, designing job with realistic requirements, avoiding unnecessary “phantom” jobs,
understanding the limits of referrals and utilization of budget for recruitment judiciously. The
article has pin pointed an important issue, which is “dishonesty of the candidates while
interviewing”. As candidates have the tendency to get hired in every possible way, recruiters
must be capable enough to judge the candidate according to his/ ability and not what he/she
projects in front of them. It has speculated and is agnostic about the credibility of HR
technologies in premium hiring process. To summarize, the article has gone through all the
aspects of post- war hiring and where has it gone wrong along with necessary recommendations
to rectify such faults.
Question 2
According to the article, data science has not yet fixed the issues faced by HRM during
recruitment and hiring. The reason for such callousness is that most of the data scientists know

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very little about employment, employability and skill identification and enhancement in the
context of corporate world. Therefore, the products that they create do not meet all the intrinsic
criteria of recruitment (Banerji, 2013). The data science tools utilize easier aspects to measure
the candidates, such as their facial expression, comments and activities in social media, word
choice and so on. Such aspects are instrumental to the candidates and do not show the real talent
of the candidates. Lastly, very few employers collect huge data of the candidates, so, the
algorithms of the data science tools do not provide accurate solutions.
Question 3
Employee turnover, getting choosy regarding hiring of candidates in the constricted labor
market and recession, voluntary turnover of the young employees for their career development
are some of the reasons why employers find it extremely difficult to carry the process of
recruitment (Nasir, 2017). Certain recommendations by which the recruitment process can be
improved, such as by designing job with realistic requirements, avoiding unnecessary “phantom”
jobs, understanding the limits of referrals and utilization of budget for recruitment judiciously
must be carried out.

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References:
Banerji, S. C. (2013). A study of issues & challenges of implementation of information
technology in HRM. Global Journal of Management and Business Studies, 3(4), 435-
440.
Cappelli, P. (2019). Your approach to hiring is all wrong. Harvard Business Review, 97(3), 48-
58.
Long, C. S., Ajagbe, M. A., & Kowang, T. O. (2014). Addressing the issues on employees’
turnover intention in the perspective of HRM practices in SME. Procedia-Social and
Behavioral Sciences, 129, 99-104.
Nasir, S. Z. (2017). Emerging Challenges of HRM in 21st Century: A Theoretical Analysis.
International Journal of Academic Research in Business and Social Sciences, 7(3), 216-
223.