Challenges and Solutions: Recruitment in the Toll Company (BUS300)

This report provides an analysis of the recruitment challenges faced by Toll Company. It delves into key issues such as labor supply and demand, the impact of organizational image, and the importance of talent pipelines. The report examines how the company's focus on supply chain management and logistics, including transport, warehousing, and value-added services, influences its recruitment processes. It discusses the challenges of competing with technology companies and startups for talent, the high costs associated with staff turnover, and the importance of building a strong employer brand. The report also integrates research findings, highlighting the significance of recruitment strategies, training, and the development of talent pipelines to address these challenges. The conclusion emphasizes the need for the industry to collaborate and prioritize the most pressing issues in recruitment to secure the talent required for success in the competitive market.

RECRUITMENT CHALLENGES IN TOLL COMPANY 1
RECRUITMENT CHALLENGES IN TOLL COMPANY
Student Name
Institute Name

Contents
Introduction...........................................................................................................................................3
Analysis (Key Challenges)....................................................................................................................3
Integration with the research.................................................................................................................5
Research................................................................................................................................................6
Reference...............................................................................................................................................8

Introduction
The recruitment is considered as a core function for the human resource management with the
overall process of the attraction, selection and then appointing the suitable candidates for the
jobs. This is based on the reference to the processes which includes the choice of the
individuals for the unpaid positions like the voluntary roles and some of the unpaid trainee
roles. The Toll Company works on focusing over the supply chain management from the
complex supply chain services through the port-to-port freight forwarding movements. It is
offers the transport, warehousing and then setting the value-added services which include the
freight transport services, distribution services, cross docking, supply chain services. In
addition, for many businesses the situation is further weakening the base and for these
company’s recruitment has been very difficult process (Oliver et al, 2014). This is also very
challenging when the recruitment is needed at senior level, therefore it is crucial to take a
fresh ways or methods to recruit new people.
Analysis (Key Challenges)
Following is the detailed discussion of key challenges in recruitment in TOLL Industry: -
1. Labour supply/demand challenges: The Toll resources and the government logistics
are based on the chain services with the focus on providing the parcel and the courier
delivery services. It includes the Express where Toll Company provides the proper
exposure to the parcel and the courier delivery services, with the local and interstate
linehaul movements, distribution services like the picking, packing, and the delivery
of the product. The document services management is based on data warehousing and
print management services. The aircraft and airport services include the handling of
cargo with the aircraft charter. The head of agency have also for an extended period
should face number of facts that a town will continue to take the best talent from the

new graduates (Curtis, 2014). But the existence of digital revolution in the current
time has introduced new kind of threat which is the new giant technology brands
starting from Google to Facebook and through Apple offering same claims of
providing creativity since when the salaries was going beyond the reach of many
organization. The people who are fiercely looking for the talent cannot be called as
professionals anymore. The competition against the tech guys, the start-ups and even
the very own start-ups for people who look for the cover that can be wired. Thus, the
issue is further getting worse and problematic (Breaugh,2017). Here it is also
important to have a closer look at the amount of investment that goes into the process
of recruitment and retention. For example, in an organisation of hundred employees,
an average staff turnover is approx. twenty percent and there are around twenty
people in a year that are switching jobs from the company. The overall cost including
direct as well as indirect cost, it is estimated to be around twenty-five thousand dollars
a year to recruit and bring a replacement. This leads to a very high cost for the
company (Jain & Goyal, 2014). It is also important to look at the other side of the
story as well, organization with over thousand workforces with a twenty percent
turnover for staff can face recruitment cost for replacement of more than forty
thousand dollars per employee. The results are something to worry about for the
company and there is a probability that because of unrecognised as well as forgotten
indirect cost involved in recruitment. The obvious options are leading the cost,
recruitment agency based fees, interviewing, admin, cover in temporary position and
admin.
2. Organizational image: The company and brand building is all about the reputation. It
consists of style, image of the company or a logo that do not mean anything without
any reputation that must inspire trust (Poobalan et al., 2016). It is important to build

belief in the brand at the time of recruitment process by providing every applicant
with appropriate level of experience by engaging the audience. It is also important to
understand the process to execute this rightly which can seem to be one of the
challenges for the workforce. It is very important to plan carefully and completely
avoid making bad kind of hire. The person performing the recruitment may have set
priority to get the work filled over and above of something else (Cangiano & Walsh,
2014). The owner of the business sets the priority and always tries to find the best
person for the work. The reason is that they usually realise the effect that can be a
good or bad hire and can impact the company and its people. As per the surveys
conducted by many big firms, it is estimated that overall cost of bad hire usually
leaves in the initial time of employment to be increase the salary paid to the people.
By rightly applying with better and due diligence for the same in the form of
screening, cultural and behavioural profile, the organization will finally make better
decision in hiring.
Integration with the research
At Toll Company in Australia, the focus is on the attraction and the recruitment of the calibre
candidates where there is an assurance for the different job applications. Along with this,
there is a major understanding of the logistics and the transport where the supply chain sector
is mainly backed by the leading technologies and the other processes. The company works on
the recruiters and the account managers who work in a close relationship to deliver the
complete recruitment experience. (Bueno et al, 2016) The focus is on the attraction, retaining
and then development of a higher skilled phase patterns which provides the labour hiring and
then the other training services as well. The executive recruitment includes the existing teams
and then delivery of the results to hire the leaders. At Toll, there is a possibility of

recruitment for the administration, call centre, data entry, marketing, payroll, personal and the
executive assistance, reception and the other sales support.
Considering the case, there is a focus on the labour of sourcing for the Toll group where the
placement of the causal and the temporary range for the broader standards is set which
includes the warehouse, and the other transport centres. It is seen that 4000-staff people are
working on the assignment to help the clients and then add value to the teams and the
projects. The key sectors are mainly for providing the better labour hiring services which are
for the courier purposes, inventory etc.
Research
In the present word where the industries are evolving rapidly, there are so many steps that can
be taken to provide huge businesses with the talent they require. It is important to take rights
steps so that the organization can stay ahead in the competition. It is the duty of human
resource department and professional in recruitment is to play a prominent role in advising
the business on the professional front and they need to bring it into their teams more. This
further means more research about the changing trends. It is also important to pay some
attention on the news and various ranking companies are getting on their performance. The
continuous training is important with the improvement in the services of training which are
based on the transport, logistics, and the resources that are directly aligned to the recruitment
and then working over the development models. The course is also focusing in Toll company
to deliver the best services with respect to the use of the training the employees. The
management of the goods, sales, OH&S, communication are some of the objectives which are
taken care of by the company. Along with this, it is seen that the specialised training is there
for the International Air Transport Association where the education is about how to handle
the goods in a safe manner.

The concept of talent pipelines is a very important and crucial method. The process of talent
pipeline is based on a recruitment process that is rapidly growing with popularity since the
battle of talent will always be there. While speaking to people that are not specifically
looking for new kind of role at that moment, but may be present in near future will mean that
when any role appears, the company must be ready to bring someone in right for the job.
Also, the company can completely ignore the unpleasant situation where constant cold calling
will have to made with major rejections from candidates (Kerr & Kelleher, 2015). However,
for anybody that has been an active part of process before, will understand that talent pipeline
is not very process and it always does not offer the instant result that a lot of recruiters are
usually looking for. It is also about the development of association and finding about the
person whom company is speaking with outside the role or industry and then further it is a
possibility down the line when they look for the work they will be approached by the
company. Or in other situations, it is also possible that people are looking for role that know
will fit for them in a perfect manner and one can further approach them in some more
personal methods.
Conclusion
For people, who are not an active part of job search for new role, hard selling is not the best
kind of strategy. The process of talent pipeline is something that organization needs to
research and work more about since it is becoming very crucial in the current increasingly
competitive market. The closure of skill gap or coming near to it in the current industry is
facing number of challenges however while adopting a new set of approach in recruitment
can start to make difference or at least ensure that the business is getting the kind of talent
they are looking for or require. It is important that the industry come together and sort the
issues and the first step in this direction will be accomplishing or getting access of agreement
on what can be the biggest issues and further prioritise those that must be addresses first

(Bradford, 2017). To accomplish the goal, company need people across all industry to have
their word.

Reference
B. Holm, A. (2014). Institutional context and e-recruitment practices of Danish
organizations. Employee Relations, 36(4), 432-455.
Bradford, J. G. (2017). Branding the Army. US Army School for Advanced Military Studies
Fort Leavenworth United States.
Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, 12.
Bueno, C., & Sass, T. (2016, October). The Effects of Differential Pay on Teacher Recruitment,
Retention and Quality. In 2016 Fall Conference: The Role of Research in Making
Government More Effective.
Cangiano, A., & Walsh, K. (2014). Recruitment processes and immigration regulations: the
disjointed pathways to employing migrant carers in ageing societies. Work,
employment and society, 28(3), 372-389.
Curtis, B. L. (2014). Social networking and online recruiting for HIV research: ethical
challenges. Journal of Empirical Research on Human Research Ethics, 9(1), 58-70.
Jain, A., & Goyal, A. (2014). E-Recruitment & E-Human Resource Management Challenges
in the Flat World: A Case Study of Indian Banking Industry (With Special Reference
to ICICI Bank, Jaipur). International Journal of Scientific and Research
Publications, 4(1), 1-8.
Poobalan, A., Alverado, A. S., & Aucott, L. (2016). Recruitment and retention strategies for
weight loss programmes among young people (18-25 year olds)-Emerging
evidence. Internal Medicine Review, 2(10).

Tate, D. F., LaRose, J. G., Griffin, L. P., Erickson, K. E., Robichaud, E. F., Perdue, L., ... &
Wing, R. R. (2014). Recruitment of young adults into a randomized controlled trial of
weight gain prevention: message development, methods, and cost. Trials, 15(1), 326.