Introduction
Utilizing talent from outside sources can be a daunting task for many organizations. Outside sources include the use of social media, job websites, previous applicant lists, and tracking software. These sources differ from internal mechanisms, as the selection of talent may not align with the company’s recruitment policy. Such sources can present serious ethical concerns, which may impact the organization’s competitiveness (Greene, 2020).
However, outside sources can also present significant advantages for the firm. Potential challenges and ethical concerns include hiring talent that does not meet the requirements, onboarding recruits may take time, the process can be costly, and the presence of bias during recruitment.
Management Challenges
One of the challenges that management can face when drawing on talent from external sources is that some recruits may not meet the company’s requirements. This can affect other workers, as they may be forced to provide support while still performing their own tasks.
Recruitment from outside sources may provide individuals who are qualified but not the right fit for the organization’s culture. This is an issue that can be challenging to address, as it often requires additional resources for training and development. Organizations aim to reduce their costs by hiring qualified personnel who can start work with minimal training (Greene, 2020). Therefore, identifying the right fit can be a challenge when relying on talent sourced from outside the organization.
Another challenge is that recruits from outside sources may take time to adapt to the new environment. This can impact productivity and performance levels, potentially leading to a decline in profits. The HR department aims to select the best-placed candidate and to ensure the company achieves maximum benefits (Greene, 2020).
Recruits who take time to onboard can negatively impact the organization. The company must utilize additional resources to facilitate faster worker adaptation. Therefore, utilizing talent from outside sources may be challenging due to the time taken to onboard.
Another challenge is that relying on external talent can be expensive. The organization must ensure that its workers understand the company’s values and beliefs. This is integral as it ensures that they will help in enhancing productivity. The organization utilizes its resources to ensure that workers are trained on the systems used in the workplace. Hiring workers from internal sources saves costs as the company does not have to train them.
An ethical concern that may arise when using outside sources is the potential for bias. Some sources may discriminate against certain groups. For example, applicant tracking software can be designed to accept only specific candidates.
The legal requirements indicate that companies should recruit workers without discriminating against any candidate (Greene, 2020). The lack of clarity on how the selection was conducted is another ethical concern. The company may suffer damages due to its failure to comply with legal requirements.
Conclusion
In summary, organizations utilize talents from a variety of sources. The outside sources present significant disadvantages and ethical concerns to the management. The process can be costly, and onboarding may require a significant amount of time, which can impact productivity. The recruits may not be the right fit, which can result in the process being restarted. Some of the new workers may take time to adapt to the organizational culture, which can also affect performance and revenues.
Reference
Greene, R. J. (2020). Strategic talent management: Creating the right workforce. Routledge.