Professional Documents
Culture Documents
Introduction
Definition of [recruitment
Policies
These changes take place inside and outside the Organization. Most policies in
organizations are never reviewed and they become irrelevant due to the changes
in the environment that the organization is operating.
Deficiencies and Problems
Many people we see in organizations today are in the wrong jobs and as a result,
they are not utilizing their full potential. This is compounded by the fact that
some companies have built a tradition of hiring people based on personal
connections when the person is not qualified for the job. This is a vivid case in
most Organizations today. From the authors experience, most [recruitment that
involves managers are done during discussions at lunch hour, at social clubs or
during the coffee break time. All the other recruitmentes that follows will only be a
formality as the decision would have been made by line managers involved in the
recruitment.
This practice suffocates the Organization for professionalism and to some extend
leads to obsolete policies. Many of those appointed may not have the necessary
skills and competencies to carry out the functions competently. Also they may not
have proper qualifications in the field they are working. Such people will not have
much desire to make any contributions in terms of growth and development.
Their contributions are marginal if any, they are just passengers in the system
and are protected by those who recommenced them.
The other thing that the author observed is that, those line managers who are
involved in the [recruitment are not given courses to enlighten them on the
importance of the recruitment.
Some Managers during the recruitment tailor make the job descriptions to suit
the requirements of their favored candidates they want to recruit. This
recruitment of cause has been going on for sometimes and still HR Practitioners
are also involved in this professional scandal. This means HR will not have much
control over the accuracy of the job description. This makes those individuals
sought unique in the system thereby depriving those right candidates who have
the necessary qualification.
The job adverts which are toiler made have little resemblance to the job
descriptions. Essential requirements of the organization are omitted. Job
descriptions should take into account the changing demands, changing
technologies and working methods, and reflect the needs of the Organization
rather than skills of the organization.
Managers should not overstate qualifications. Setting unrealistically high level for
candidates increases the problem of attracting applicants and results in di-
satisfaction among the candidates when they find their talents are not been
utilized.
Most managers are technically minded and therefore require guidance in this
operation. Absence of a plan leads to chaotic [recruitment that leads to a bumper
harvest of unqualified applicants resulting in more unnecessary work for the staff
in the [recruitment.
If you start the recruitment without a systematic approach, you can rush your
decision and end up with a mismatched person who will not be suited to work in
the Organization. This is a typical case in some organizations. There is a need to
have a system that assists to assess candidates throughout. This reduces the
odds that you will have to repeat this extensive, time consuming recruitment.