Sample Paper on Challenges in Recruitment and Selection of Human Resources

Recruitment is an essential process in any organization because it involves selecting the right people for the open job positions. I feel that finding competent human resources who are in the right posits substantial challenges to HR managers. Hence, the objective of the recruitment process is to find quality and competent employees who can help a firm achieve its set goals and objectives. For decades, the hiring process has been tough and doesn’t appear to be getting easier in contemporary organizations. While the recruitment process is necessary for all organizations, I think it can pose significant challenges to the human resource managers such as the competition for talent, slow time to hire, reactive hiring, low candidate experience, and team collaboration, among others.

For decades, many HR managers have faced significant challenges in the recruitment process such as attracting the right candidates, engaging qualified applicants, hiring fast to fill the positions immediately, and using data-driven recruitment procedures. Additionally, HR mangers face other challenges such as ensuring sufficient candidate exirience, fair recruitment, and creating an efficient recruitment process (“8 common recruitment challenges 2020” n.d.). These challenges continue to pose significant problems to the HR managers in various organizations while trying to build a strong employer brand.

From my experience, I think that high employee turnover and finding the best-qualified candidate are significant challenges for human resource managers. However, I understand that organizations have unique recruitment challenges based on their nature of operations and location. While some laws can work in one country, they may not apply in other countries. Consequently, cultural diversity becomes another challenge for HR managers because managing workers from diverse backgrounds require effective leadership and communication strategies (Agarwal & Al Qouyatahi, 2018).  However, the best candidates are not always looking for jobs. Notably, many other factors such as political and legal considerations, company policy, labor-market conditions, inflation, and unemployment can significantly affect the recruitment of the right candidates. So, if I want to recruit the best employees, I need to proactively source the candidates I need. Hence, human resource managers should devise approaches that ensure they consider the organization’s goals and objectives when recruiting suitable candidates.


For the talent of attracting the right candidates, I would recommend that organizations add a list of the required qualifications and talent while advertising for the vacant positions. For example, Agarwal & Al Qouyatahi (2018) assert that the use of personalized emails to suitable candidates can increase candidate response rates from 20 percent to 40 percent. Regarding the engagement of qualified applicants, HR managers should streamline their recruitment process and utilize information technology to boost recruiter productivity. Additionally, HR managers should consider reactive hiring by driving strategic headcount interactions with the executive team to learn about the organization’s growth pace, and the effect of the hiring process on an organization’s productivity (Farndale, Horak, Phillips, & Beamond, 2019). With hiring fast to fill the vacant positions, HR managers should identify the team’s most significant areas that need improvement and conduct thorough applicant vetting before taking them in for the job.

Using data-driven recruitment procedures in contemporary organizations can help HR mangers to identify talent easily, and engage candidates actively in the recruitment process.  So, the selection and recruitment of the right candidates are affected by numerous factors of demand and supply of specific skills set in the contemporary labor market. Ensuring that the candidates have sufficient experience can be done by assessing the candidate’s exposure in a specific field that will ensure they have considerable experience. Additionally, HR mangers can evaluate candidates by setting expectations for communication, and schedule in-person interviews.

In conclusion, the recruitment process is a complex process that requires HR managers to critically analyze the most suitable candidate for a job opening in their organizations. What more, organizations should seek candidates who have considerable experience, although they are not always available, they can adopt on-the-job training to improve service delivery and employee competence. Therefore, it is important for HR managers to identify the right candidate for the job because it impacts on the organization’s productivity significantly.




Agarwal, S., & Al Qouyatahi, K. M. S. (2018). HRM Challenges in the Age of Globalisation. International Research Journal of Business Studies10(2), 89-98.

Farndale, E., Horak, S., Phillips, J., & Beamond, M. (2019). Facing complexity, crisis, and risk: Opportunities and challenges in international human resource management. Thunderbird International Business Review61(3), 465-470.

The 8 most common recruiting challenges and how to overcome them | Workable. (2020, February 27). Retrieved from