Recruitment and selection

Due to globalization many organizations start with the simple but difficult situation of having multiple candidates for each international position is of a single choice. International human resource professionals often report that it is difficult enough to identify one employee, who can perform the international job, will accept the assignment.

Due the developments in technology, demographic changes globalization, the world of work is changing. In condition which competition increasingly fierce, on labour market in continues development, human resource must adapt quickly to a world into globalization process to face any challenges. Tues by adopting modern techniques, through internet access, labour becomes every day more and more demanding in terms of employee employer relationship. Impact of globalization on the process of requirement and selection are the consequence of achieving the flexibility and capability of reaction of employees. Thus, the labour market is using new methods of recruitment and selection to increase efficiency and improve working conditions, reducing stress, time and costs of recruitment and selection and widening the geographical area of recruitment and selection.

At present due to technological advancement, walk in interviews and phone interviews are steadily declining (Page, 2017). Recruiters nowadays use two-way video communication and other online means of communication for recruitment purposes. Also Page further stated that social media and mobile sourcing have even out the field of recruitment for all companies. Thus to stay ahead of competitors’ organizations need to rely on online recruitment sourcing and also use recruitment analytic tools to build a competitive advantage.

Also with the establishment of new organizations and companies every day, the demand for human resources increases daily. Therefore an issue arises, due to demand being greater than the supply (Clarke, 2016). Therefore, candidates have more than one job option to choose from therefore companies with better brands and enumeration packages have an edge over others. Also, another problem with regard to this, s selecting the right personnel who will stick with the organization for a longer tenure with the availability of other options.

Also on a further note it was observed that even though potential candidates were available in the market, there I a difficulty in weeding out the talented ones who are compatible with the hiring manager’s requirements and needs (Petrone, 2015).

Finally, another study by Rogers (2015) revealed the following issues faced by recruiters nowadays.

1  Balancing Speed and Quality, Out-dated recruitment strategies, Problems with retention, Overwhelming the recruitment system, Limited resources, The war for talent, Competition from startups, Potential lack of effective recruiters, Balancing the traditional with the new and  Acceptance of online profiles

References

·         Clarke, S., 2016. 5 Biggest Challenges Modern Recruiters Face. [Online]
Available at: https://www.socialtalent.com/blog/recruitment/5-biggest-challenges-modern-recruiters-face
[Accessed 18 5 2018].

·         Page, E., 2017. 4 Challenges All Modern Recruiters Face (and Their Modern Solutions). [Online]
Available at: https://www.socialtalent.com/blog/recruitment/4-recruitment-challenges-modern-recruiters-face-modern-solutions
[Accessed 17 5 2018].

·         Petrone, P., 2015. 4 of the Biggest Problems Recruiters Face (And How to Overcome Them). [Online]
Available at: https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2015/4-of-the-biggest-problems-recruiters-face-and-how-to-overcome-them
[Accessed 18 5 2018].

·         Rogers, J., 2015. Top ten problems facing modern day recruiters. [Online]
Available at: https://jobs.jumia.cm/en/job-journal/recruitment-toolkit/top-10-problems-facing-recruiters/
[Accessed 17 5 2018].