Report: Recruitment Challenges and Strategies in the IBM Organization

This report provides a comprehensive analysis of recruitment and selection processes, focusing on the challenges and strategies within IBM. It begins with an executive summary and introduction, defining recruitment and its significance for organizational success. The main body delves into the crucial role of human resources, the importance of skilled employees, and the differences between internal and external recruitment methods. The report identifies key challenges such as diversity, individual factors, labor supply and demand, and organizational image. It then explores strategies to overcome these challenges, including effective advertisement, interview techniques, and the use of technology. The report emphasizes the need for proper planning and scheduling. The conclusion summarizes the key findings, highlighting the importance of strategic recruitment to ensure IBM's continued growth and success. The report also references various academic sources and industry reports.

REPORT ON RECRUITMENT
IN AN
INDUSTRY/ORGANISATION

Executive Summary
Recruitment and selection is one of the major function of human resource management
by which firm can able to hire or recruit the high skilled and quality employees. If there is not
effective recruitment organised in the firm then it can unable to improve its business
performance and growth because the entire success of business is largely depends upon the
employees. Thus, it can be said that only recruitment and selection is a way to invite and select
the best and high skilled personnels. The following report defines the various challenges which
occurs at the time of recruitment and selection with respect of IBM organisation. In addition to
this, various strategy which supports in overcome the impact of these challenges has been also
discussed in this report.

Table of Contents
Executive Summary.........................................................................................................................3
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
CONCLUSION................................................................................................................................8

INTRODUCTION
Recruitment and selection is a process under which company manager and higher
authority invite the candidate for the interview and analyse their performance, efficiency,
knowledge and quality (Flood, 2011). On the basis of the employee's efficiency, potential and
actual requirement and vacant position, manger finally selects the candidate in the company. The
following report provides the depth knowledge and understanding about the recruitment process,
challenges and strategies to overcome these challenges in the corporation. The major objective of
this assignment is to understand the challenges of the recruitment in the company and how firm
overcome these challenges by implement the strategies. In addition to this, learner can get the
deep knowledge about the recruitment in the company.
Main Body
In an organisation, human resource plays a very crucial role by which firm can able to
attain its sustainable growth and success in the market. In the absence of employees no business
venture can survive in the market and carry out its business functioning. In order to improve the
quality of product and services and develop effective brand image in the market, personnels have
great role in the company (Glasby and Dickinson, 2009). For invite and select the high skilled
and talented workforce, recruitment and selection is one of the way in the business unit. It is a
kind of process under which organisation invites candidate from on the basis of internal and
external recruitment manner and select them according to their skill, talent, knowledge,
efficiency and quality. In the recruitment process, manger analyse, evaluate and observe
candidate performance, efficiency and knowledge about working and select them according to
firms requirement.
IBM is computing tabulating recording company which manufactures and markets
computers hardware, middleware and software. In the present time, company have issue related
to the lack of effective and talented employees so as its business performance and productivity is
negatively influenced. In order to improve the growth and business performance , manager of
IBM requires organising the recruitment and selection programs (Swimme, 2017). There are
major two kinds of recruitment that is internal and external recruitment. In the internal
recruitment includes promotion, transfers, employees referrals, previous applicants etc. Internal

recruitment is simple, easy and cost effective method under which company does not face any
difficulty regarding to invite the candidates from outside and conduct the practices related to
interview and test.(Job Description and Person Specification. 2013) Furthermore, there is no
need of induction and training of employees. Moreover, internal recruitment aid in developing
personnels loyalty toward the organisation. On the other hand second kind of recruitment is
external recruitment under which candidate are invite from the outside of organisation (Gorringe,
2017). In other word it can be said that the applicants seeking job opportunities in this case are
those who are external to the corporation. In order to organise the external recruitment in the
company, management have to prepare a systematic recruitment form under which includes all
detail about required candidate qualification, experience, roles and responsibility about vacant
position etc. The major advantage of the external recruitment is that company can invite the
candidate at global level. However, it is very time consuming and costly method for the company
as firm have to spend lots of investment.
IBM is going to organise the external recruitment for invite the candidates at global level so as it
can improve its business performance and growth in the market. While it organise the
recruitment and selection program then it has to face various kind of challenges which are as
follows-
 Diversity- Diversity and cultural changes is one of the major challenge in the recruitment
and selection program which company have to faced. While IBM organise external
recruitment program then various states and countries individual come for giving
interview for vacant position (Ronen and Rosenbaum, 2017). Due to the different country
and states, there are great problems regarding culture and diversity as different people
have different languages, culture, region etc. The recruiter have faced the issue related to
the language because various culture have different languages.
 Individual factor- This is one of the major issue which occurs at the time of recruitment
and selection. In this factor includes employees age, education, quality, talent etc. In the
interview program, there are large number of candidate come for the determined vacant
position. Thus, it is very difficult for the recruiter to analyse and evaluate the skill, ability
and talent of all candidate and compare with other for final selection (Nussbaum, 2017).
Age is major issue in the recruitment process as various candidate are from different age.

 Labour supply and demand- In order to organise the recruitment and selection program in
the company, management have to analyse the demand and supply of the labour. They
have to asses the actual condition of the workforce within the company. If manager does
not analyse the situation of organisation related to the workforce then recruitment
planning does not prepare in an effective manner (Li, Qian and Zhou, 2017). The major
objective of workforce planning is to hire and select the right candidate for the right
position at the time. In order to conduct the effective recruitment and selection program
in the company, it is very important to organise the program according to the condition of
workforce. If there are not proper match the workforce demand and supply according to
the planning of recruitment then it will directly affect the company performance.
 Organisation image and goodwill- A recruiter have to face this challenge as he/she has to
organise the recruitment and selection program according to the level of organisation.
They have to maintain the image and goodwill of the company (Verendel and Häggström,
2017). The strategy and program of the recruitment and selection must organise
according to the level of firm under which proper recruitment policies, practices,
invitation form, marketing etc. It is major factor in the recruitment and selection process

because, recruiter have to manage the image and goodwill of the company at the time of
developing the recruitment and selection process within the company. In order to plan the
external recruitment process, IBM has to design a systematic planning so as every one
who engage in this interview and recruitment program can easily understand the process.
 Recruitment strategy- Design the effective recruitment strategy is another major task for
the management of firm. Company have to develop the recruitment strategy according to
the determined objective (Brewster, Sparrow and Harris, 2005). The strategy must based
on the long term objective and suitable for each functional are of business enterprise.
 Planning the interview process- This is another biggest challenge for the recruitment and
selection in the organisation. Most jobs of a very detailed process so recruiter have to
follow the each stage of the recruitment. In order to plan the external recruitment process,
IBM has to design a systematic planning so as every one who engage in this interview
and recruitment program can easily understand the process.
As per the above discussion it has been ascertained that there are various kinds of the challenges
with respect of the recruitment and selection program in the IBM. The recruiter of management
have faced various kind of issue related to the recruitment and selection program. In order to
overcome these challenges in the firm, company needs to consider ion the following strategies-
 Effective advertisement publication- Effective advertisement is one of the best strategy
to overcome the issue related to the recruitment and selection. It is first stage of the
recruitment by which manager design the document of invitation. In this invitation of
recruitment document all information related to candidate required qualification, age,

interview location, time, roles and responsibility of candidate are included. Thus, it is the
best strategy to overcome the issue and confusion elated to the recruitment (Briscoe and
Schuler, 2004). Company should design an effective format and document of the
recruitment advertisement so as candidate can easily understand the desired skill,
requirement of candidate within the company for vacant position.
 Effective interview strategies- In order to overcome the issue related to the recruitment,
IBM should consider on the impressive interview strategies so as both candidate and
manager can easily understand the concept and motive of recruitment in the company.
With assistance of the interview strategy, company can easily face the high level of issue
related to recruitment and selection.
 The search process- IBM company fail to focus on the various element of search
including the job profile, leadership style, advertisement strategy, interview strategy,
salary, bonus, compensation and the orientation strategy etc. In order to resolve the issue
related to the recruitment and selection, company have to focus on the search elements so
as automatically process can improve.
 Proper planning and scheduled- With assistance of the effective planning and scheduled,
manager can effectively overcome the issue related to the recruitment process. It aids in
overcome the extra cost and time of business unit as effective planning assists in
managing each activities and practices of the recruitment in the company (Job
Description and Person Specification. 2013). In order to overcome the issue related to the
recruitment, IBM should consider on the impressive interview strategies so as both
candidate and manager can easily understand the concept and motive of recruitment in
the company.
 Implement the latest technology- In order to improve the recruitment and selection
process in the company, IBM should consider on the latest technology and methods.,In
this manner, social media is one of the best strategy to invite the large numbers of
candidate at a single time(Job Description and Person Specification. 2013). By
developing the effective profile on the internet and various social media channels
company can invite the various candidates from the various states and countries.

CONCLUSION
From this report it has been concluded that in order invite and select the high skilled and
talented workforce, recruitment and selection is one of the way in the business unit. It has been
also analysed that there are various kinds of issues and challenges for the company related to the
recruitment and selection like diversity, different language, individual factor, time, cost,
recruitment strategy etc. Hence, in order to overcome this issue, company should consider on the
several strategies that are Effective advertisement publication, Effective interview strategies, The
search process, Proper planning and scheduled etc. It has been also concluded that In order to
overcome the issue related to the recruitment, IBM should consider on the impressive interview
strategies.

REFERENCE