Employee recruitment is a fundamental yet highly complex process that forms the basis of a company’s overall productivity and quality of services. The primary goal of a recruiter is to pick the most fitting candidate for a given position. Although the complexity of a candidate pool creation, as well as the list of the requirements to the candidate, may seem not very sophisticated, they consist of various aspects. The potential employee’s level of attraction and the company’s ability to create an inclusive candidate pool and hire a talented individual are some of the aspects of successful recruitment. The described matter will be reviewed on the example of the article concerning United Arab Emirates’ employee sourcing. Since UAE can be characterized as a developed country with a free-market economy, which demographical and financial situation resembles that of the Western countries, it is possible to analyze the matter using the given example. According to Waxin et al., the problems that UAE private companies’ problems are mostly connected with an improper approach to recruiting (2018). Therefore, such problems as high competitiveness among the employers, incorrect vacancy promotion, and improper candidate pool selection are the main factors of unsuccessful recruitment.
Current Recruitment Challenges
Incorrect Candidate Pool
First and one of the essential problems is the lack of qualified specialists. As per Waxin et al., a serious number of interviewed applicants did not possess the skills required for the given position (2018). Very often, the applicant’s educational level did not fit the standards of a company (Waxin et al., 2018). Due to the fact that high-qualified specialists are encountering high demand from employers, they become a part of the ‘passive’ employees category (Rani, & Venkatraman, 2020). Therefore, in order to create a better candidate pool, the modern recruiters attempt to focus their efforts on reaching ‘passive’ high-qualified employees.
High Salary Expectations and Lack of Vacancy’s Perspectives’ Promotion
An employee, especially a qualified one, seeks a position that could offer him career opportunities and high compensation. According to Waxin et al., the interviewed recruiters “noted that high salary expectations were a challenge” (2018, p. 6). Moreover, a tangible number of applicants expected either a higher compensation or a smaller number of working hours (Waxin et al., 2018). In addition, the employer’s improper representation of a vacancy leads to an employee’s lack of career opportunity awareness (Waxin et al., 2018). The presentation of career growth opportunities that the given position offers may often lower the employee’s expectations towards the amount of salary and make the vacancy more attractive (Rani, & Venkatraman, 2020). Thus, modern companies try to resolve the described issue by elaborate representation and promotion of a vacancy.
High Level of Competition
Finally, the problem that is being encountered by most major companies is a high level of competition among employers. Due to the fact that the number of high-qualified applicants remains limited, the rates of competition among employers keep growing (Waxin et al., 2018). Because qualified “candidates receive several job offers from different companies at the same time,” they tend to choose the vacancy with better opportunities and higher compensation. (Waxin et al., 2018, p. 7). As a result, the firms attempt to attract employees by ameliorating the working conditions of their possible future positions.
My Experience of Recruitment Difficulties
A good example of a recruitment strategy that is highly likely to retract potential employees is Telegram messenger’s hiring campaign that I was able to analyze. Judging by the numbers of low-qualified employees that are attempting to occupy the offered position, I characterized the hiring campaign as ineffective (Jobs, n.d.). Most importantly, the presentation of the vacancy does not provide the applicant with information concerning potential career possibilities, only with the company’s requirements. I can state that this serves as a retracting factor for an employee (Acikgoz, 2018). Although no clearly identifiable strategies have been implied in the given recruitment campaign, I may assume that the strategy that must be used in order to increase the qualified employees’ level of attraction is the ‘job awareness’ creation (Acikgoz, 2018). Since an applicant has no possibility to clearly, identify the advantages of this particular position (including the lack of information concerning the amount of the salary), the vacancy is highly likely to be less attractive for him or her.
My Experience Compared to the Article
According to the example of Telegram, it is possible to assume that the reviewed article accurately depicts the actual situation concerning the modern recruitment challenges. The case of the analyzed recruitment campaign proves that the lack of employee’s job awareness combined with a relatively small amount of efforts to reach the passive applicants results in low rates of qualified specialists seeking to join Telegram staff. In addition, I may assume that the company used the strategy of promoting the vacancy through social media; however, without a piece of clearly identifiable information regarding working conditions, the strategy has proved to be ineffective. Thus, a vacancy’s proper presentation and promotion play a key role in successful recruitment.
Thus, the study’s example of real recruitment challenges has proven that the main points of the given article correspond to the actual situation. Modern companies’ recruiting strategies focus on applicants’ attraction due to the high competition rates among the companies, a small fraction of qualified specialists, and their serious levels of expectations regarding the vacancy itself. Thus, the adequately implied applicants’ attraction approaches are highly likely to increase the levels of potential applicants.
Acikgoz, Y. (2018). Employee recruitment and job search: Towards a multi-level integration. Human Resource Management Review, 29(1), 1–13. Web.
Jobs. (n.d.). Web.
Rani, B.L., & Venkatraman, P. (2020). A study on challenges of recruiters on sourcing the right candidate with special reference to skills HR. EPRA International Journal of Multidisciplinary Research, 6(5), 422–433.
Waxin, M., Lindsay, V., Belkhodja, O., & Zhao, F. (2018). Workforce localization in the UAE: Recruitment and selection challenges and practices in private and public organizations. The Journal of Developing Areas, 52, 99-113. Web.