Introduction
The success of any organization is realized when its objectives and goals have been achieved as expected. There is an increase in profits and improved customer satisfaction regarding services and products offered. The organization’s adaptability to change enables it to survive difficult times due to different market forces. Some factors of change aim to improve the growth and development of the business, while others hinder the attainment of set goals. The manager is responsible for ensuring a smooth flow of daily activities by being a role model to other workers (Gilch & Sieweke, 2020). Most importantly, the most valuable asset in a business is the employees. They should be treated equally despite of their diversified opinions, values, and culture. This paper discusses the strategies associated with the recruitment of employers, how training and development of activities contribute to the success of an organization. Additionally, the benefits associated with behaviorally-based interviews are also analyzed.
Strategic Issues Associated with Recruiting Employers
Workers in an organization play a critical role, as they are involved in daily routines. The level of skill acquisition and time management is vital in ensuring the achievement of set goals. They should be ready to work in any environment and be prepared to accept change whenever it occurs (Afram, 2021). However, many issues are faced in the recruitment process, which may hinder the practical selection of qualified and competent personnel.
Organizational Policies
Organizational policies may be a significant challenge in the recruitment process as they can be unfavorable and challenging to adhere to. Some job positions require experienced workers who have attained specific qualifications and skills. A highly competitive environment has more potential employers with low employment rates making most people find it difficult to be absorbed. For instance, an organization’s policy that requires filling higher positions from outside the company discourages potential workers from applying due to a lack of promotion avenues (Su et al., 2021). Similarly, the many people willing to use cannot be able to get vacancies due to their level of skills. Highly skilled people are considered first compared to the learners.
Unattractive Jobs
People have many preferences in terms of jobs they can do. The safety of the workers must be considered for the comfort of workers. An insecure environment that is prone to wars can scare away most workers since life is sacred and crucial. This is because a conducive environment is preferred as it gives the employers an easy time in their operation. The hygienic conditions of the place of work must be adhered to. A dirty place of work can lead to the spread of diseases, which can lead to death. Unsafe machines which can cause damage while in the line of duty can also scare away workers leading to failure of the business (Su et al., 2021). Low salaries and lack of promotion can also hinder the acceptance of people to belong to a particular company. This is due to the inability of few wages to satisfy their needs and wants.
The Reputation of the Organization
A particular society’s image of an enterprise largely influences the recruitment process. Some managers mistreat people, forcing them to work for long hours without any compensation plans. In some cases, the wages are not paid in time, misinconveniencing them. Such practice creates a negative impression of the Organization, and most people refuse to seek for employment in them (Gilch & Sieweke, 2020). This may lead to the failure of the organization to meet its objectives.
Unfavorable Government Policies
The government creates policies upon which a particular organization must operate with. Failure of the organization to adhere to such rules may lead to closure. Some recruitment policies require the reservation of some positions for weaker persons of society. This challenge hinders the employment of preferred personnel hence more competition. Legislation may also command recruitment of persons given in list form by the government employment exchange (Afram, 2021). Some may not be equipped with relevant skills; therefore, the poor output is realized.
Trade Union Requirements
In some circumstances, trade unions make agreements with organizations making them difficult to employ persons from outside. These limit other competent people from getting jobs due to restrictions associated. They control the activities in such a way that sole decision-making becomes impossible. Changing trends and demands in the market may affect the organization’s movements, making it hard to transformate. Therefore, the recruiter is forced to work as expected without proposing any other decisions that have not been approved.
Contribution of Training and Development Towards Attainment of Objectives
In addition to the typical day-to-day routine, training and development are necessary to attain the organization’s objectives. Training and development lead to the upgrade of workers’ existing knowledge and skills. They learn new ideas and ways of solving issues in the process of production. It increases the productivity of workers since they acquire new skills. Increased creativity among workers is realized, and the amount of output increases tremendously. The output quality is also high, attracting more potential buyers of goods and services (Afram, 2021). Motivation and encouragement of workers also enable them to be self-disciplined and all around.
Training also creates high morale for employees since they develop more confidence in what they do. They can therefore consult with each other without fear and sharpen their skills. There are lower costs of production incurred since there is the elimination of risks associated with work. Employers can as well utilize available resources by avoiding waste. Training and development also bring a sense of security in the workplace, reducing low turnover and absenteeism. The management styles improve since training prepares all stakeholders for any change. They understand the need to adopt change and work in the new environment without any costs. This is because they acquire the abilities and skills needed in such circumstances. Training and development help in job rotation, self-assessment, and self-development.
Employers become independent, and when given support, they can start their own businesses and manage them efficiently. There should be an effective plan in place to allow a smooth and successful transition of work (Afram, 2021). Job rotation makes workers competent in several areas and can substitute for each other when one is absent.
Benefits of Behaviorally Based Interviews
The interviewing process mainly aims to determine whether the employees satisfy desired qualities of an organization. A behavioral-based interview is a technique that assesses a candidate’s ability to meet job requirements based on previous experience. This facilitates the future performance of an employer by examining their past behavior. The person’s perspectives about a specific task, preferences, and motivations can guide who to employ. The interview matches candidates to the right job by allowing the interviewer to brush on irrelevant information. Unlike job resumes where a person can be dishonest in some info, behavioral interviews ensure the skilled and relevant employers get the job (Su et al., 2021). This is done by critically evaluating scenarios shared by the candidate and examining if they match the current vacancy requirements. In case of a mismatch with the set policies, the candidate is easily out listed, hence saving time.
Behavioral-based interviews can be customized for the company to suit their needs. Cultural diversity in various companies may hinder one from inquiring about some personal issues. Therefore, they can tailor their survey in a way that will avoid any questions that would seem to be biased. Such interviews quickly reveal essential details of a candidate’s personality and ethics. Additionally, a real-life example of an individual is provided since it is a face-to-face interaction, and theoretical assumptions are not considered.
When used as required, behavioral-based interviews reduce legal risks since similar questions are asked. The same methodology is used, and they are all accessed against the same set of job-related competencies. It also enables a company to increase the depth and size of the applicant’s pools since the evaluation of candidates according to experience is done. A person can get employment based on their current explanation of experiences and attitudes rather than considering the historical background.
Conclusion
In conclusion, employer recruitment is a delicate process that must be handled carefully. Issues associated with employer recruitment are organizational and government policies, unattractive jobs, trade union requirements, an organization’s reputation. Training and development activities can contribute to achieving of objectives by increasing the output, quality of products and services, job rotation, self-assessment and development. Concurrently, behavioral-based interviews are most preferred since they benefit an organization. They match candidates to the right job, suit the organization’s needs, and reduce legal risks that might occur.
References
Afram, K. (2021). The role of planning and staff competency on procurement performance in public institutions in Ghana: A case study of Bui Power Authority. The International Journal of Business & Management, 9(11), 160-168. Web.
Gilch, P., & Sieweke, J. (2020). Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation. German Journal of Human Resource Management: Zeitschrift Für Personalforschung, 35(1), 53-82. Web.
Su, Y., Suen, H., & Hung, K. (2021). Predicting behavioral competencies automatically from facial expressions in real-time video-recorded interviews. Journal of Real-Time Image Processing, 18(4), 1011-1021. Web.