Human Resource Management: Recruitment Shortfalls and Solutions

This report delves into the realm of recruitment within human resource management, focusing on the shortcomings of traditional methods. It highlights the flaws in the traditional recruitment process, such as the inability to find the right candidates due to complex and inefficient methods, high costs, and the limitations of internal recruitment. The report emphasizes the need for innovative strategies to overcome these shortfalls. The report suggests strategies to overcome these challenges, including unconventional hiring choices, the use of external consultants, internship programs, open communication, innovative recruiting strategies like social media, and continuous re-evaluation of the hiring process. The conclusion stresses the importance of adopting these strategies to improve hiring outcomes, and references supporting literature to validate the claims.

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Human Resource Management
Student’s Name
9/29/2019

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Introduction
Recruitment is considered a function of human resources and aims of hiring the right
candidates for open positions in the organization. It also manages the hiring process and
attracts the potential candidates for carrying out the organization goals and higher
profitability in business (Oppong, 2017).
Flaws in the traditional recruiting process
Apart from an effective recruitment process, the traditional recruitment methods
consist of various flaws that limit the company to select the right candidates and also lead to
bad decisions. Through the open positions at websites and using artificial intelligence, the
organizations are not able to find the right candidate who possesses the required skills and
knowledge. The traditional recruitment process is complex and longer however does not
involve the right priorities to select the right candidate. It leads to high-cost involvement and
eliminates potential candidates through wrong scrutinizing and bad decisions (Oppong,
2017).
The internal recruitment method limits the incubation of the fresh blood and restricts
creativity in the organization. It is recorded that the organizations do not have a standard
interview protocol which in turn leads to bad hiring by asking wrong questions and not
proper job descriptions. The adoption of the traditional recruitment models does not provide a
clear picture of the candidates that the company prefers to hire and increases the cost of the
company by not finding the perfect fit for the potential job position. The job fairs are proved
to be a waste of time because the companies are not able to find potential candidates (Sales,
2013).

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Strategies to overcome recruitment shortfalls
In order to overcome the shortfalls of the traditional recruitment process, the hiring
managers must focus on making the unconventional choice and hiring the overqualified
personnel. It must focus on being open-minded and must hire the candidates through outside
consultants. The organizations must focus on providing internship training and shadowing for
the potential students who have applied for the job to provide them the insight of organization
culture and expectations (Recruitment process outsourcing, 2017).
To address the challenges, the organization must adopt open communication culture
to reduce the disruptions between recruiters and hiring managers and providing the improved
experience to the candidates. The companies must focus on using the innovative recruiting
strategies like social media and hiring of the recruiting consultant for improving the company
methods (Jackson, Rowbottom, Ferns & McLaren, 2017).
The organizations must make continuous re-evaluations of the hiring process and the
issues faced by the company in the hiring process. This will help the company in developing
the appropriate interview protocol and developing a solid recruitment strategy that will allow
in finding the right match for the company (Jackson, Rowbottom, Ferns & McLaren, 2017).
Conclusion
From the above discussion, it is critical to note that the traditional recruitment process
often leads to bad hiring because of inappropriate interview selection protocol and
complexity in hiring potential candidates. The recruitment through internal hiring and job

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fairs also leads to a bad fit. In order to address the shortfalls, the company must focus on
adopting the above-mentioned strategies.
References
Jackson, D., Rowbottom, D., Ferns, S., & McLaren, D. (2017). Employer understanding of
work-integrated learning and the challenges of engaging in work placement
opportunities. Studies in Continuing Education, 39(1), 35-51.
Oppong, N. (2017). Exploring the importance of human resource activities-strategies
alignments: Interactive brainstorming groups approach. Cogent Business &
Management, 4(1).
Recruitment process outsourcing. (2017). Human Resource Management International
Digest, 25(2), 34-36.
Sales, X. (2013). Performance management system in a non-profit local governmental
broadcaster (Company overview). Global Business and Management Research: An
International Journal, 5(1), 13.