Analysis of Recruitment Challenges and Strategies at IBM - Report

This report delves into the recruitment challenges faced by IBM, a leading technology company. It identifies key issues such as organizational challenges, demographic shifts, and the aging workforce. The report examines the importance of talent management, diversity in the workplace, and strategies for attracting and retaining skilled employees. It analyzes specific challenges, including the need to adapt to globalization, integrate diverse workforces, and address the implications of an aging workforce. Furthermore, the report explores IBM's recruitment strategies, including the use of diverse methods to source and attract talent. The report also emphasizes the significance of employee development, work-life balance, and the use of technology in the recruitment process, concluding with a call for adaptable strategies to meet evolving workforce demands. The report also covers the importance of IBM's human resources management to achieve the company's pre planned goals.

Recruitment Challenges 1
Table of Contents
Introduction:...............................................................................................................................1
Recruitment Challenges:............................................................................................................1
Recruitment Strategies:..............................................................................................................5
Conclusion:................................................................................................................................6
References..................................................................................................................................7

Recruitment Challenges 2
Introduction:
The procedure of recruitment is the probing process for hiring the potential employees or the
labor force for an organisation which is extremely prepared with the desired understanding,
skills and experiences that are suitable for the exact job place in an organisation. Variety of
changes is been experiential in the staffing industry as an outcome of the changes in the
financial system and the progression in the expertise that altered the company’s technique of
hiring the workers for the company (Nazari, 2014). The human being resources
administration of the corporation is facing a lot of challenges while the employment of the
labor force in the company.
Report will discuss the definite key difficulties and the challenges such as the organisational
issues as and the demographic issues that are faced by the company IBM at some point in the
employment of the workers. The description shall also build up an understanding of the
employment strategy that the business is to put into practice refer the successful employment
process.
Recruitment Challenges:
The trade companies as per the present scenario are searching out for adding up of innovative
and latest capabilities in their trade industry, companies have realised the fact that gone are
the days when the companies were progressing based upon the old methods working, now
these companies are to remain updated as per changes and requirements of the clients, but to
accomplish such capabilities the companies are to face so many hurdles and many kinds of
competitive challenges(Nazari, 2014). One of the major challenges that the company faces is
the construction and supporting the physically powerful aptitude in the company. To
carefully and at the uptmost level realising and finding out of talent within the company is

Recruitment Challenges 3
very vital, leveraging the skill of the in progress employees and attracting the new-fangled
labour force wants a certain strategy which build up the talent organization tactics which
successfully contribute in retaining of workers, attracting and gratifying the top output
performance staff (Zarei & Wong, 2014). Worker assortment is to be done subsequent to the
understanding his competencies plus the inborn skills; giving the workers proper
opportunities to show their worth, where the labour force can advantage the company with
their talent, hard work, and skills. Employment of the correct applicant for the accurate place
will assist in the growth of the company with the fault free atmosphere (Domingues,
Alderman & Cadenhead, 2011). Employment of the personnel with the improved skills will
assist in promoting the nimbleness, resilience, and adaptation. The big pools of the aptitude
are to recognize for this the accumulation of application is to be qualified plus screened. The
most accurate and the preferred skills are to be harmonized with the accurate kind of job
opportunities (Zarei & Wong, 2014). The victorious candidates are skilled before incoming
into in their new task jobs.
The policy which the person resources of the IBM put into practice for the attainment of the
labor force with the aptitude is to set up the most favourable long term approach for
mounting, connecting, attracting plus deploy of the labor force (Gilani & Jamshed, 2016).
Sourcing the workers as per the requirements and the obligation of the trade, on the extra
hand over also fulfilling the labor force needs for job happiness, inspiration, and expansion.
With this IBM to attain the quantifiable, apparent and the sustainable alter within the
company plus maintaining the permanence of the everyday activities (Gilani & Jamshed,
2016).
Administration diversity is an additional confront that is generally faced by the IBM human
being a resource; organization diversity in a company is termed as the most underestimated
tackle that confronts the HR (Ursula Huws, 2016). The augmented globalisation has resulted

Recruitment Challenges 4
in the overall internationalisation of the workers plus the growing demand of the aptitude
results to appoint the labor force for the company. The place of work variety of the
corporation includes the civilization, age, bodily abilities, gender, contest educational
backdrop, sexual compass reading, geographic site, marital position, profits, parental
position, religious attitude, and experience. The measurement of the varied personnel
challenge includes the integration of the company culture to accommodate the variety plus
the sensitivities in the midst of the individuals (IBM Blue Gene team, 2013). To imagine
internationally and to do something locally, being receptive towards a civilization of the
district, adapting the communal obligation of the concerned society and comply with the
acute legislation correlated to the local workers.
The main confront for the HR of the IBM is the elderly labor force. The open-minded
situation pensions in adding up to the progressive turn down in the birth rates have further
exacerbated the elderly issue in a lot of countries (IBM Blue Gene team, 2013). The
companies find it hard to employ the new workers having positive disciplines. Even on
recruiting the capable staff, the company requires further preparation of the new workers for
growing the output. With the mounting age, just a few workers choose to stay in the labor
force.
Redirect recruit and sourcing. The company is very rapidly faced with a lack of workers from
the employment pools whereat they may at times draw youthful aged employees. To get in
touch with the mature workmen, the organisations might conduct over and approximately 50
workshops at the domestic work employment centres or the places, provide beleaguered
benefits like special kind of leave that is unpaidplus it is known as the unpaid ancestor leave
and look outwardly so as to recognize the retire labourers or the professionals who desire to
do the limited time and small-term responsibilities (Mügge, 2016). Make hard work to keep
hold of the valued employees by option work arrangements and practices. while a number of

Recruitment Challenges 5
companies do appoint the aging workmen, at the similar occasion there are a lot of companies
which are developing option task alternatives, similar to the part time job schedules. The
corporations are necessary to travel around, at occasions and when appropriately suitable,
submit the use of telecommuting as this shall help to retain the grown-up personnel.
cautiously administrating the preparations plus the communities of employment habits may
also assist to give confidence to the accomplished or the grown-up staff to get ahead of
suitable information to the newer and the next age group employees (Mügge, 2016). Assist
older workmen efficiently make use of the knowledge refers the place of work. A main and
extremely ordinary misperception that happens to be in the mind is that the elder personnel
have with their knowledge and sensible information much more skills, learning and adopt
refer the most recent new technology in contrast to the recently amalgamated staff. But on the
further side, manifold review and studies have obviously come up with the consequence that
the fresh workmen do respond at the call of the company in an excellent manner as they are
new-fangled and have an ambition to go up and labor hard so as to construct a brilliant future
for themselves (Mügge, 2016).
Tungli and Peiperl in the year 2009 stated that the main obstruction refers the effectual
employment are the educational differences, demographic attitude, supporting factors,
financial and the racial discrimination factors. The demographic viewpoint is measured to be
a confront which is witnessed plus is also practiced at the Human resource management and
there is a strong demographics faith in some of the countries. Refer some imperative
evidences that have been passed out by Bjorkman and the Lerwick in the last decade, so a lot
of the nations consider that the chief place of the MD, CEO or of the other senior officials is
to be engaged or chaired by the old or the elderly people as this populace have lot of realistic
and age experiences in life and they have vast acquaintance as well to discover the market
trends and competition ethics (Mügge, 2016). Refer one more survey, that has been organised

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by the Bjorkman and Lerwick (2007) evidently affirmed and exposed that presently 20% of
the employees in the state of the USA has got the chairmen, who are above the age of fourty
years, the majority of them are yet just thirty five years by age as well (Domingues,
Alderman & Cadenhead, 2011). The demography matter to a huge degree affect the HR
administrators in the nation of Nigeria as they consider and belive on the ability, truthfulness,
pathway record and skill etc as the major factors refer a creative workers in any managerial
organisation.
Recruitment Strategies:
The staffing policy is mainly what shows and settle on the precise excellence of a personnel
associate who has been recruited for any association. In case a lot of low outcome or poor
employees member are recruited in nonstop series, in such a state the plans are to be
rethought (Domingues, Alderman & Cadenhead, 2011). The organization is required to be
much quicker and serious refer their policy and plans at each and every stage when the
financial system is helpful and good so that to allow them give out an exceptional
performance and convince their workers to remain retained.
Approximately all are conscious of the essential customary strategies, similar to the use of
confidential job fair and advertisement. But utmost of the companies are captivating use of
the non-traditional tactics and plans akin to the cold calls, credit lists, billboards, former
employees, group interviews, contests, head-hunters, interns, Internet search to astral the
applying candidate of a variety of mentors, multimedia work descriptions, businesses favored
lists, open house, previously unnoticed applications, specialized organizations, personalized
donations, staffing managers, public proceedings, scholarships, referral incentive, special-
interest associations and social system sites. The progressive companies also do make use of

Recruitment Challenges 7
the latest media and the communal strategies so as to aim the majority able or the most
excellent job applying, applicant to meet their staffing requirements, this applicant is lured to
do the job with them and are also presented high salary. These employees are real worthy
ones as they have new ideas, plus are full of energy and aspiration to grow along with the
company they work for. The outcome is huge and also as desired and planned. The motive is
easily accomplished in such situations.
Conclusion:
Therefore, to conclude, provide suitable work opportunities for the personnel to build up and
promote their skills. The organisational executives do make out the obligation to revive skills
of workers whose official training has expired some time ago. The companies are
enthusiastically and cautiously seeking to rapidly transfer the casual skills that have not at all
been trained and that are significant in the work situations, contribute to facilitating the
coexistence of a variety of generations (Stichler, 2005). The company shall only and only be
able to achieve their pre planned goals if the workers, the policies made and the monetary
requirements of the company is met well in time, the coordination of the workers is a must.
Proper working environment, availability of resources, timely appreciation of the outstanding
employees is also a must. The appreciation helps and boosts up the newcomers to even
perform and come up with bright colours. Joint business calls shall also help the newcomers
to get confidence (Stichler, 2005).

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References
Domingues, I., Alderman, T., & Cadenhead, K. (2011). Strategies for effective recruitment of
individuals at risk for developing psychosis. Early Intervention In Psychiatry, 5(3), 233-
241. http://dx.doi.org/10.1111/j.1751-7893.2011.00278.x
Gilani, H., & Jamshed, S. (2016). An exploratory study on the impact of recruitment process
outsourcing on employer branding of an organisation. Strategic Outsourcing: An
International Journal, 9(3), 303-323. http://dx.doi.org/10.1108/so-08-2015-0020
IBM Blue Gene team. (2013). Design of the IBM Blue Gene/Q Compute chip. IBM Journal
Of Research And Development, 57(1/2), 1:1-1:13.
http://dx.doi.org/10.1147/jrd.2012.2222991
Mügge, L. (2016). Intersectionality, Recruitment and Selection: Ethnic Minority Candidates
in Dutch Parties. Parliamentary Affairs, 69(3), 512-530.
http://dx.doi.org/10.1093/pa/gsv060
Nazari, K. (2014). Talent Management and Recruitment Strategies. Mediterranean Journal
Of Social Sciences. http://dx.doi.org/10.5901/mjss.2014.v5n20p3085
Stichler, J. (2005). Recruitment and Retention Strategies. AWHONN Lifelines, 9(5), 404-407.
http://dx.doi.org/10.1177/1091592305283157
Ursula Huws. (2016). Logged labour: a new paradigm of work organisation?. Work
Organisation, Labour & Globalisation, 10(1), 7.
http://dx.doi.org/10.13169/workorgalaboglob.10.1.0007
Zarei, M., & Wong, K. (2014). Making the recruitment decision for fresh university
graduates: a study of employment in an industrial organisation. International Journal Of

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Management And Decision Making, 13(4), 380.
http://dx.doi.org/10.1504/ijmdm.2014.065357