Recruitment Challenges and Recommendations for ANZ: A Detailed Report

This report provides a comprehensive analysis of the recruitment challenges faced by ANZ, a major banking organization. The report identifies key issues such as the scarcity of skilled labor, the importance of organizational image in attracting candidates, and the impact of workforce diversity on management and overall performance. It examines the company's recruitment process, highlighting the steps involved, from application to competency-based interviews and background checks. The report also explores external factors influencing recruitment, including demographic shifts and generational differences in the workforce. Furthermore, the report offers a series of recommendations to address these challenges, including leveraging social media for advertising, conducting open interviews, implementing incentive plans, utilizing competency tests, and engaging freelancers and part-time workers. The report concludes by emphasizing the need for ANZ to adapt its recruitment strategies to secure a skilled and diverse workforce, maintaining its organizational image and brand name.

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1RECRUITMENT CHALLENGES AND RECOMMENDATIONS
Executive Summary
The report aims at analyzing the challenges that are being faced by the concerned company,
ANZ, and to take steps in order to solve the problems based on the recruitment of the skilled
labor. The requirements of the company and the organizational image must be kept in mind
while considering the issues relating to the appointment of the human resource. This report
discusses broadly and examines the situations that might lead to the major challenges that the
company faces in terms of recruiting their workforce and the steps that are required to be
undertaken in order to overcome the challenges that the company faces.

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Table of Contents
1 Introduction.............................................................................................................................3
2 Case study...............................................................................................................................3
3 Conclusion...............................................................................................................................7
References..................................................................................................................................9

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1 Introduction
Recruiting an effective workforce is as tough as mining diamonds out of a pit. The
modernization and globalization, which the world faces, has led to the challenges that a
human resource manager faces in recruiting the workforce for a particular company.
The major impact that poses a threat to the workforce is the contrasting phenomenon
apart from being diligent in their approach. The talent of the employee and its proper
implementation is an important part that justifies the capabilities of the employee, which
might be a restricting factor in the recruitment process as skill varies with diversity. The
report aims at analyzing a case study of a company, located in Australia, and the challenges
they face in recruiting the workforce there, based on a variety of different criteria.
The report discusses the key challenges that are being faced by the recruitment team
or the human resource manager who is responsible for the recruitment. It enumerates certain
recommendations in order to make a difference in the recruitment process and thus help the
recruitment team in overcoming the challenges to recruit the workforce for the given
organization.
2 Case study
The concerned company according to the requirement of the report is being taken as
ANZ (Australia and New Zealand Banking Group). The issues that the sector faced limited
its scopes in expanding, though the ANZ is being considered as the most reliable bank and
ranks fourth in the world for the services they rendered to their consumers, in the particular
sector (Ying Liao et al., 2017).

4RECRUITMENT CHALLENGES AND RECOMMENDATIONS
The recruitment industry has undergone a considerable change with respect to the
changes in the requirements and the organization’s quest for searching the best talent. The
change in the job market and the change in the requirements of the global clients based on the
effects of globalization influence the recruitment process largely. The competitiveness and
the goals that the company sets create a huge difference in the recruitment process of the firm
(Rees & Smith, 2017). Similarly, the concerned company for this report is facing serious
issues relating to the recruitment of the workforce. The challenges limit the recruitment
process thus not only creating the issues of unemployment but also the company suffers due
to the limitations in the recruitment process due to the limited workforce they could generate.
The challenges that limit the scope and operations of the recruitment process of the concerned
company are discussed in the section.
Challenges faced in the process of recruiting the workforce
The workforce plays an important role in the making and the gradual progress of the
organization. Therefore, in order to make the company or the firm progress well a
comprehensive and competitive recruitment is undertaken. The factors that judge the
workforce is the inherent talent that the workforce employs in understanding the individual
job role and act accordingly (Bibb, 2016). The company faces a challenge in determining the
most appropriate individuals depending on their talent and specialization thus determining the
expectations from every individual is an important aspect that must be considered.
Appointing an appropriate workforce is like mining out gems, considering the
capabilities of the candidates and thus allocating their job role accordingly. The concerned
company, the ANZ, is looking out for people experienced in accounts and finance whereas
the workforce they are looking for are not experienced enough for the job profile resulting to
a diminished supply of the workforce for the company (Van Doesum et al., 2016). Moreover,

5RECRUITMENT CHALLENGES AND RECOMMENDATIONS
the job role that the company is offering is quite complex for the common people with the
specified knowledge on the banking sector. Therefore, the company faces a diminishing
supply of the workforce under this criterion.
The organizational image also plays a major role in determining the recruitment of the
workforce (Bibb, 2016). The company that is looking out for new candidates also carries an
image in the external market. Consistency in keeping up with the organizational image is an
important priority for the company, as the organizational image helps in maintaining the
status of the organization in the market.
The concerned company in this report carries a well to do image in the market, and
therefore it maintains a framework for recruiting the workforce. Choosing the workforce that
is best suited for the organization is an important phenomenon that affects the recruiting
system prevalent in the organization (Hunter et al., 2017). In order to keep up with the brand
name and the image that the company has in the market, the company formulates steps in
order to make its decision based on the talent and the expertise of the candidates thus helping
them to meet their general targets. The discrepancy arises when the human resource is limited
and majority of the individual’s skills do not match the requirements of the company.
According to a recent survey that has been undertaken in Australia, around 58% of the
recruiters face the biggest challenge in hiring the perfect candidate due to the lack of skilled
and qualified human resource (Rothenberg, Hull & Tang, 2017).
Demographic structure of the region plays an important role in appointing the
workforce for an organization. The change in the family structures influences the recruitment
process adversely (Green & Vandall-Walker, 2017). The recruiter might not find the talent
they have been searching for due to the single parent families, where the person whom the
company might have appointed and the person who was actually eligible for the job role is

6RECRUITMENT CHALLENGES AND RECOMMENDATIONS
busy maintaining and looking after the family. On the other hand, the age and the generation
gap create a major impact on the recruitment of the individuals for the company.
The growing age and concerns of retirement pose an important threat in retaining the
experienced workforce. The experienced workforce is best suited for the company’s progress
as they are aware of their job role and can effectively fulfill the requirements of the company
and the clients. They can also adapt to the changing situations (Collins, 2016). Recruiting the
amateurs might be economic for the organization, but it involves a risk of uncertainty. The
dedication of the amateurs for the company and its progress is less compared to the aged
workforce and therefore the aged workforce is considered as the assets of the company
(Nickson & Baum, 2017).
The concerned company, the ANZ, aims at retaining the aged workforce through
proper management, as the company understands the implications and the risks involved in
appointing the amateurs (Donovan et al., 2014). However, the retirement of the aged
workforce leaves the company with no other options other than appointing the amateurs to
compensate the retirement of the aged employees. There is an involvement of risk in the
process as the company must choose the most eligible candidate to supplement the retired
person as it helps to keep up to the flow of the work schedule.
Diversity in the workplace and the candidates that are being chosen by the company
as its employees is again a serious point of concern as diversity in the workforce can give rise
to serious issues in the management of the workforce (Frey & Osborne, 2017). People
coming from different backgrounds and heritage (both cultural and ethnic) and mingling to
get the job done effectively and serve the common goal is an important criteria that might
work well with the company. The issues that the company might face due to the diversity

7RECRUITMENT CHALLENGES AND RECOMMENDATIONS
arise due to the mismanagement of the diversity, resulting to fierce arguments that hamper
the work and the progress of the company.
The recruitment process undertaken by the ANZ involves a series of steps in order to
judge and determine the authenticity and the capability of the candidate. The complete
process examines the candidate’s capabilities in understanding and maintaining the job role
and that the candidate is capable of fulfilling the expectation that the company holds (Cohen
& King, 2017). At the first stage, the candidate applies for the job. The second step includes
an interview of the candidate based on the competency level that judges the talent and the
resourcefulness of the candidate. Under this step, the candidate is required to answer a
competency question, which helps in determining the talent and the skill of the candidate
(Davis & Davis, 2017). The third step, being the most general step, helps in determining the
background of the candidate and the origin, which again helps in determining the capabilities
of the candidates.
The problem arises when the competency question limits the candidature, tough
enough for the candidates to surpass (Borodai, 2017). However, the competency question is a
necessity for the company as it helps in determining the capabilities of the candidates. It also
helps in choosing the right candidate from the million others applying for the job. There are
agencies, which help in undertaking the complete recruitment process.
3 Conclusion
Therefore, from the above analysis it can be concluded that the banking organization,
named ANZ, faces a series of issues in the process of recruiting the workforce. The
organization aims at recruiting the right person for the right job thus making it a point in
maintaining the organizational image and the brand name. The recruitment process that the

8RECRUITMENT CHALLENGES AND RECOMMENDATIONS
organization undertakes is viable for choosing the skillful human resource and therefore faces
the limitations due to the lack of skilled and experienced labor.
The issues and the challenges that are being faced by the organization are being listed
in the section above. It aims at discussing the important lags that the company faces in
recruiting the appropriate human resource determining the capabilities of the candidate and
the job role they would be offering to the candidates. At the time of recruitment, the
candidate sells himself to the needs of the company. On the other hand, the company too sells
itself to meet the needs and requirements of the employee.
Recommendations that might be helpful in outnumbering the issues and challenges in
the recruitment of the workforce are being discussed in this section of the report. In order to
take hold of skilled labor and appoint them for the respective job role in which they expertise,
the company must consider using the social media to advertize about their requirements in the
certain fields relating to their own requirements and stating therein the expectations that it
holds from the candidates. Undertaking open interviews can also be a measure that the
company can consider while undertaking the recruitment process.
Formulating proper incentive plans too can help in resolving the issue of recruiting
skilled labor for the company. In order to undertake the proper recruitment, the company can
formulate tests that will help in determining the capabilities of the candidates and thus portray
their skill and talent in the particular fields. The company can also take help from the
freelancers and the young generation that works on a part time basis in order to improve the
recruitment status. It helps in maintaining the human resource of the company according to
the requirements. The above-mentioned recommendations and the case study aims at
discussing the challenges that the concerned company faces in recruiting the workforce and
the solutions to overcome the challenges respectively.

9RECRUITMENT CHALLENGES AND RECOMMENDATIONS
References
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transforming talent management strategy for business results. Kogan Page Publishers.
Borodai, V. (2017). Crowd recruiting as the competence assessment of applicants service
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Cohen, E., & King, D. (2017). Human resource management: developing sustainability
mindsets.
Collins, C. (2016). Challenges of recruitment and retention in rural areas. North Carolina
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hidden challenges: understanding recruiter perspectives in six pragmatic randomised
controlled trials. Trials, 15(1), 5.
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computerisation?. Technological Forecasting and Social Change, 114, 254-280.
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10RECRUITMENT CHALLENGES AND RECOMMENDATIONS
Nickson, D., & Baum, T. (2017). Young at heart, but what about my body? Age and aesthetic
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