Recruitment for the Workforce: Challenges and Strategies for Coca-Cola

This report analyzes the workforce recruitment challenges faced by the Coca-Cola Company. It identifies key issues such as labor supply and demand, organizational image, demographic shifts (including an aging workforce and generational differences), and the importance of diversity. The report also explores strategies to address these challenges, including employer branding and effective advertising techniques. The analysis emphasizes the need for the Coca-Cola Company's HR management to understand the evolving business environment and adapt recruitment practices to attract and retain a skilled workforce. The report concludes by recommending that Coca-Cola Company set high standards during recruitment to maintain and attract employees. The report also emphasizes the need for Coca-Cola to use the right advertising and branding methods to overcome the challenges of workforce recruitment.

Running Head: RECRUITMENT FOR THE WORKFORCE FOR COCA-COLA COMPANY 1
Recruitment for the Workforce for Coca-Cola Company
Name:
Institution Affiliation:

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 2
Executive summary
In the current business environment, organizations have the purpose of navigating the
competitive marketplaces of the complex global economy along with position themselves to
attract as well as retaining the workers that they need for their operations (Wang, 2015). This
paper shows how Coca-Cola Company faces various challenges for recruiting the workforce for
their operations. The article explains how the human resource management of the organization
has to get ahead of their games by understanding these major futures demographic,
technological, along with societal shifts that make recruiting of the new workforce to be a
challenge. It also addresses some of the recruitment strategies such as employer branding and
types of advertising that can apply to the management of Coca-Cola Company in overcoming
such challenges during the process of recruiting workforce.
Introduction
There has been the continuous progress in the sector of employment in the present
business environment. These changes in the landscape of conducting activities by the
organizations as Coca-Cola Company shows how various individuals along with challenges in
operations of an organization will persist to progress for an extended period (Gupta, 11). The
issue facing recruitment o new workforce among groups continues to be executable to undergo
drastic changes in the coming years. The process of recruitment within various industries
remains to be a great function of human resource management (Mirick, 2014). Therefore, if the
control goes wrong during the process of hiring, then they expose the activities or operations of
the company to be easy to turn upside down. Various organizations in the global society such as
Coca-Cola Company need to understand the challenges they can face during recruitment by

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 3
spotting their activities to maintain and draw the employees that they require for their operations.
According to Bradford (2016), the views presented in this article explain how organizations
might face various challenges in recruiting their workforce along with appropriate strategies that
are essential in controlling such dangers. Therefore, the primary objective of this research paper
is to study the fundamental challenges for workforce recruitment for Coca-Cola Company as
well as explaining some of the appropriate strategies that human resource managers can follow in
addressing such problems.
The process of recruiting new workforce continues to be a long-standing issue that affects
operations of Coca-Cola Company. An accurate understanding of shortage of workforce by the
Human Resource (HR) management is critical to address the process of recruitment (Foster,
2014). To achieve quality hiring process, HR of the Coca-Cola Company has the responsibilities
of developing the understanding as well as dealing with the shortage of workforce. The challenge
always arises in most companies because managements’ decisions always based on the product
or market fit, but differences of employees are often ignorable. The companies need to set
standards during recruitment at all levels of their operations by thriving to meet those standards.
Key challenges for recruiting the workforce for Pepsi Company
Some of the key challenges that affect the recruitment of the labor force for Coca-Cola
Company include demand for energy supply, the image of the organization, demographic issues
like the aging workforce, diversity, and the present generations (Wang, 2015).
Supply and demand of labor

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 4
Coca-Cola Company faces an enormous danger because of the need for only skilled and
talented personnel diverse with its operations. The organization tends to get it robust in creating
the ideal strategies to follow in attracting the qualified to the company (Sundar, 2012). The
greatest demand for workers within Coca-Cola Company make the recruitment process and
selecting new employees to fail in choosing the right procedure, as the HR managers responsible
for recruitment might only put their energies on quantity rather than quality. For instance, the
inmost scenario is when the business operations of Coca-Cola Company gets volatility thus make
the organization search for consultants during recruitment processes. The consultants can then
work in the business setting driven by the information to improve operations of the company.
Moreover, in the course of recruiting the workforce, Coca-Cola Company faces the greatest
challenge of attaining the legal workers. All recruiters who are best in their operations are often
employable in other working sectors making the company that organizes for the process of
recruitment to experience the challenging factor. In most cases, qualified and skillful recruiters
lack the wishes to leave for the fresh consultation opportunities in the Coca-Cola Company. As
reported by Peterson & Gorman (2014), experienced recruiters require the interest of leaving
their current stations of work merely because they have a fear of failing to receive payment.
Others fear that they might not adjust appropriately with the new environment where every
operation is sustainable. Therefore, the challenge of recruitment in the Coca-Cola Company
starts when its stakeholders commence feeling the absentia of the skilled recruiter who has the
solutions for every concern in the recruitment processes.
Image of the organization
The factor that affects internal and external operations of the Coca-Cola Company has the
upper hand in making the hiring the workforce to be a challenging factor. Besides, activities of

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 5
the Coca-Cola Company form the regulatory challenges during the recruitment process.
Adjustments in the business environment for the company offer the ideal chance along with
dangers to the HR of the enterprise (Ciutiene & Railaife, 2015). The HR management faces the
greatest challenge during the process of recruiting new worker. Some of these challenges faced
by the HR during recruitment include flexibility together with competitive position, the
application of self-managed sections, company restriction, subjects of operational trimming,
together with the development of the real civilization of involvement. Furthermore, HR
management of Coca-Cola Company does not have the appropriate knowledge of learning the
subtleties of workers qualifications during the process of recruitment.
Demographic concerns
Demographic changes within the operations of Coca-Cola Company always lead to
massive pressure on the operations of the company. The pressure makes the company look for
ways of initiating and implementing some creative solutions within a short duration (Moschetto,
2014). Such solutions brought about by the demographic issues during recruitment within Coca-
Cola Company always focuses on ideas of integrating, educating, as well as retaining the ever
changing and individuals within the employment sector. Therefore, demographic concerns make
the operations of the Coca-Cola Company to focus on adjusting more to the skilled group of
workers. Moreover, the interest of increasing social diversity along with the multi-generation
workers continues to be the most challenge faced by operations of Coca-Cola Company during
recruitment process for the coming decade (Gertner et al., 2015). The need to embrace the
changing worker’s profiles Coca-Cola Company remains to be a challenging activity during the
process of hiring.

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 6
Ageing labor force
The aging persons globally continue to pose a significant threat to the operations of Coca-
Cola Company. The aging worker's workforces that are experience are always departing the
working sector, thus making the leadership within organizations to remain void. Besides, several
workforces who are aging up continue to get the benefits from the company such as pensions,
salary, as well as societal safety nets. These advantages channeled to the aged persons make it
difficult for the recruited employee to be inadequate. Therefore, the practice of recruitment tends
to be a challenging issue for the operation of the company, as it cannot cater for the expenses of
both aging and young employees (Brostwo et al., 2015). Besides, Coca-Cola Company focuses
on retaining the aging employees for sometimes as the newly hired employees try to adapt and
follow operations of the company.
Generation
The developments of generation in global business marketplaces have affected the
process of recruitment of the workforce by the HR management of the Coca-Cola Company. The
danger occurs because of the problems that associate with the unfamiliar operational practices,
regulations, management approaches, attitudes of shareholders, and ethics of work among other
factors (Foster, 2014). Furthermore, HR manager of Coca-Cola Company has a greater challenge
on how to deal with extra responsibilities as well as the addititonal connection among the life of
the individual worker.
Diversity

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 7
Several dimensions of the variety of work remain to be challenging issues during the
recruitment process in the Coca-Cola Company. Some of this diversity comprises of gender,
contest, age, ethnic group, the background of learning, origin course, religious faiths,
geographical position, stage of parental, working knowledge, along with earnings among other
issues (Hartogh, 2013). Thes issues have an adverse influence on the process of recruitment
concerning the modifications competitive markets along with the awareness that avers HR
manager in Coca-Cola Company needs to focus on the strategic duties to attaining company’s
success. Consequently, Coca-Cola Company always finds process of recruiting workforce
desperate because the company does not place their roles in the invitationand training of genius
persons.
Strategies to address these challenges
Coca-Cola Company can focus on various strategies to address challenges that it
experience during recruitment for workforce of the strategies can include using improved types
of advertisement and branding of their employers. The process of attaining qualified persons by
the Coca-Cola Company for a particular duty from the significant number of current applicants
for the advertised function continues to be the underlying issue for its HR manager (Sundar,
2012). Coca-Cola Company HR manager needs to develop appropriate progress from time to
time towards the procedure of selection. The process can aid the manager in making every
applicant be up to the task of fulfilling the need of the work ahead. Besides, company’s
employees have to undergo appropriate training to help them to adapt well to the employment
sector that keep keeping shifting (Gertner et al., 2015). Therefore, process of hiring should
remain as the query of feelings attitudes focusing on the ideas of self-responsibilities, mindset,
and environment for working.

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 8
Branding of employer
The issues of the branding of the employer in every organizational setting form a major
challenge in the process of recruiting workforce. In Coca-Cola Company, the process involves
the idea of restructuring its operations where the techniques that are essential in conducting
different activities undergo alterations (Bradford, 2016). Such challenges arise in the recruitment
process in Coca-Cola Company because individuals might have inadequate knowledge
concerning the marketplaces along with the operations of the company when commencing
recruitment exercise (Wang, 2015). Therefore, it is useful for every organization to be able to
keep the learning curve to aid in showing how branding of the employer is critical to their
operations.
Types of advertising
The application of appropriate mode of publicity remains a challenge for the Coca-Cola
Company in reaching the massive number of people that may have the urge joining their
operations. However, the company can focus on the use of different online platforms such as
social media along with applications of Google in reaching its targeted audience (Brostow et al.,
2015). The utilization of such platforms makes the company to loss vast sum of capital because
the business has to pay for the management of their advertisements before they get the chance to
put their applications.
Conclusion and Recommendations
Essential challenges experienced by Coca-Cola Company during its recruitment of the
workforce do not stop with the process of hiring the skilled personnel, but its focus on how HR

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 9
management aim at supervising the output of every recruit. Moreover, there is the need for every
HR manager to be capable of gauging operations of every sector by accepting the significant
challenges such as the demand to labor supply, issues of demography, the image of the
organization, shifts in society, strategies for recruitment, as well as issues affecting technologies.
The challenge always arises in most companies because managements’ decisions always based
on the product or market fit, but differences of employees are often ignorable. Therefore,
companies need to set standards during recruitment at all levels of their operations by thriving to
meet those standards.

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 10
References
Bradford, M. (2016). Follow practical advice to limit legal challenges regarding internship
programs. Recruiting & Retaining Adult Learners, 19(1), 8-8.
http://dx.doi.org/10.1002/nsr.30191
Brostow, D., Hirsch, A., & Kurzer, M. (2015). Recruiting older patients with peripheral arterial
disease: evaluating challenges and strategies. Patient Preference And Adherence, 1121.
http://dx.doi.org/10.2147/ppa.s83306
Čiutienė, R., & Railaitė, R. (2015). Challenges of managing an ageing workforce. Engineering
Economics, 26(4). http://dx.doi.org/10.5755/j01.ee.26.4.7081
Foster, R. (2014). Corporations as Partners: “Connected Capitalism” and The Coca-Cola
Company. Polar: Political And Legal Anthropology Review, 37(2), 246-258.
http://dx.doi.org/10.1111/plar.12073
Gertner, D., Gertner, R., & Guthery, D. (2015). Coca-Cola's marketing challenges in Brazil:
Thetubaínaswar. Thunderbird International Business Review, 47(2), 231-254.
http://dx.doi.org/10.1002/tie.20050
Glasscock, B. (2013). Workforce Competency and Organizational Health Key Drivers in
Workforce Optimization. Journal Of Petroleum Technology, 65(12), 78-80.
http://dx.doi.org/10.2118/1213-0078-jpt

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 11
Gupta, S. (2011). MIR talks to Stan Sthanunathan, Vice President of Marketing Strategy and
Insights, Coca-Cola Company. Gfk Marketing Intelligence Review, 3(1).
http://dx.doi.org/10.2478/gfkmir-2014-0056
Hartogh, M. (2013). It's Still the Real Thing: A Profile of the Coca Cola Company. SSRN
Electronic Journal. http://dx.doi.org/10.2139/ssrn.1030577
McCarthy, C. (2016). Innovative strategies prove effective for managing personnel, budget,
enrollment challenges. Recruiting & Retaining Adult Learners, 19(1), 12-12.
http://dx.doi.org/10.1002/nsr.30194
Mirick, R. (2014). Challenges in recruiting parents to participate in child welfare research:
implications for study design and research practice. Child & Family Social Work, 21(4),
484-491. http://dx.doi.org/10.1111/cfs.12165
Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR.
Employment Relations Today, 40(4), 7-13. http://dx.doi.org/10.1002/ert.21428
Petersen, C., & Gorman, K. (2014). Strategies to Address Common Challenges When Teaching
in an Active Learning Classroom. New Directions For Teaching And Learning,
2014(137), 63-70. http://dx.doi.org/10.1002/tl.20086
Sundar, D. (2012). Unleashing the Entrepreneurial Potential of Women:initiative of Coca Cola
Company. Global Journal For Research Analysis, 3(8), 1-3.
http://dx.doi.org/10.15373/22778160/august2014/175

RECRUITMENT FRO THE WORKFORCE FOR COCA-COLA COMPANY 12
Wang, M. (2015). Brief Analysis of Sports Marketing Strategy Adopted by Coca Cola Company.
Asian Social Science, 11(23). http://dx.doi.org/10.5539/ass.v11n23p22