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Select an organisation or industry as the case study for your report. Identify some of the key challenges for recruiting the workforce for this organisation/industry, and recommend strategies to address these challenges. Your report should make reference to factors such as labour supply/demand, organisational image, demographic issues (such as an ageing workforce, generations, diversity etc), as well as recruitment strategies such as employer branding and types of advertising.

Importance of High-Quality Workforce for Intellecap

The success of the organization always depends upon the quality of its workforce. In that context, it becomes necessary for the organization like Intellecap to acquire as well as retain the high-quality workforce that can result in the success of the organization. The reason behind it is the increase in the technology, demography and the socio-economic conditions the business environment within India faces a lot of competition. Thus the Business environment is getting more diverse and competitive.

In that context, the organization like Intellecap must go for the selection of highly deserving candidates for the growth of their organization. In any instance, if it takes poor recruiting decisions then it will straight face long-term negative effects along with poor performances and finally high turnover. More specifically the organization will get failed in achieving its objectives and goals along with the market share (Efanga & Olefero, 2014).

In that context, Intellecap is such an organization that can be considered as having the position in between the social as well as the commercial sectors. This action of the company basically attracts the intellectual capital within the environment (Fechter, Oelberger & McWha-Hermann, 2017). Thus it makes the sense that the organization enables the combination of the business training along with the commercial world.  

The action of combination of these can definitely be carried out with much passion as well as commitment. In that manner, it is considered that this combination of business training to commercial world shapes up the social world. Therefore this report will bring the distinctive solutions to the recruitment challenges that are faced by HR along with the strategic solutions that can help in dealing with those challenges.

The competitive business environment always needs the presence of efficient strategic factors that will take the company on the path of success. It is very well known that the Intellecap is the specific business which is aimed towards the shaping of the social world with distinctive solutions. In addition to that, it becomes a pioneer in rendering the innovative businesses that will ultimately bring the changes in their social as well as environmental aspect. Thus the dedication of the organization needs the proper incorporation of input so that the output can be improvised easily (Fei, 2017).

Its success can be measured positively be doing the evaluating the satisfaction of the client's requirements. In that context, the concept of recruitment is the part that deals with the provision of high-quality goods as well as the services.

Recruitment Process at Intellecap

In relation to the company Intellecap, the concept of recruitment is the part that describes the process how the organization takes up the deserving talents from huge talent pools. Thus the recruitment is successfully described as the proper and clear set of action that is used to select the best from many. By that manner, the right person will be selected at the right place and in right time (Gasparin, Micheli & Campana, 2016).

The recruitment, therefore, can be considered as the process by which the organization like Intellecap can select the deserving candidates for the organization. In that context, it can be said that the successful recruitment specifically begins with the requisite planning as well as the forecasting which will comprise up of all the required characteristics of the job profile. For that reason, Intellecap basically works on the refining of the talent pool.

The talent pool can be discovered by going through the staffing process where it fills the job openings within the organization. Along with the filling of the job openings the organization came up with the specifications that are to be needed to the requisite future needs (Gupta & Bhaskar, 2016). In addition, the organization also investigates the presence of the talent within as well as the outside.  

Thus from the sources, it got clear that Intellecap went through the proper recruitment process to enable the organization to select the deserving candidate with high-quality talent. The selection of the high-quality talent will eventually help in the delivery of quality business training to the candidate or employees that will help them to get absorbed in the commercial world. Below is described the successful recruitment process which will help in attaining the organization to bring changes within the environment and society.

Intellecap carries out the development of the requisite policy that can be required for the whole process of recruitment or retention or the systems.

The organization then makes the clear assessment of the part by which it can know the exact requirement of the current as well as the future scenario of the organization. Based upon that, the human resource of Intellecap takes any kind of decision regarding the job category.

Thereafter human resources of Intellecap carry out the posting of the job vacancy by the help of various sources (Gurkov & Zelenova, 2016). Those sources include the internal as well as external. The organization is willing to go through every human resources pool to find the required talented candidate for their vacant position. If the requisite talent is available within the organization then Intellecap can better prefer for the choosing the skills from that.

Challenges and Barriers to Effective Recruitment

 In that process, the organization carries out the process of job analysis and job evaluation as per the job prospect required by Intellecap. Thus the organization should hire the employees by calculating the essential relative worth of the organization.  

The process of recruitment will also include the assessment of the profiles of the qualifications that are drawn from the description of the job. This assists in the identification and recognition of the responsibilities of the job. The necessary skills, abilities, experience and knowledge that are required for the job profile are properly assessed.

The determination of the ability of the organization in the respect of paying the salaries and benefits within a particular frame of time is also assessed during this stage of the recruitment process of the company. Thus, the company should carry the recruitment process by keeping the pay scale into consideration (Hawthorne, 2015).

In the process of recruitment, the identification and examination of the documentation of the real process of the selection and recruitment are done so as to ensure the adherence and equity to the equal opportunities, scope and other rules, policies, and laws. Thus, the company has to consider all these facts while carrying out the recruitment process.

Documentation of the policies and regulation of the company on the recruitments also should include the criteria that are to be utilized by the company. All the steps and stage of the recruitment process are very much necessary in the most apparent informal set up of the in-house selection and referencing as the company is conduction the recruitment and selection process which is composed of the external sources.

The documentation of the profiles of the candidates should be done in such as way that satisfies the needs and criteria of the procedural transparency (Henderson, et al., 2013). This also has to be done in such a way that it leaves a trail which can be followed for the audit and other purposes of the company. For the special significance the documentation has to be carried out with the conformity with regards to the Freedom of Information Legislation underlying which the legislation exists like:

  • Procedures and criteria appropriate for the initial assessment and screening of the candidates
  • Criteria for the framing of the short and long lists
  • Procedures and criteria for the selection of the panels for the interview
  • Framing the questions for the interview
  • The comments and scores of the panellists and the interview respectively
  • The results and outcomes of the tests
  • Outcomes and resultants of the reference checks

Various companies including Intellecap face challenges and barriers before, during and after the recruitment process. These challenges happen to cause misalignment between the existing workforce and the workforce that is required by Intellecap in delivering the organizational objectives. The risk and challenges regarding the recruitment arise from the issues such as the disorientation of the supply and demand of the labour, alteration of the image of the organization, issues associated with the demography such as generations, ageing workforce, and diversity (Holmqvist & Spicer, 2013).  


The recruitment in Intellecap is also influenced by the economic factors which have a considerable impact on the choice of the quality labour force in the labour market along with the labour mobility. The choice of working in the company is also determined by the candidates by analyzing the duration of working hours (Holmqvist & Spicer, 2013).

The applicants face with a basic constraint of time while making decisions regarding the number of hours that they have to dedicate to their work and how much time they shall be left for the leisure which would include the nonwork life (Zhu, 2017).

Regarding the demographic issues, ageing is a significant problem that Intellecap faces during its recruitment process. The profiles in the senior management in Intellecap are occupied by the employees who are comparatively older and can be categorized as aged. Due to the changes times in the market scenario, new and innovative aspects and insights are required in the company which can be provided by the fresh knowledge that a comparatively younger candidate will bring into the company (Oelberger, Fechter & McWha-Hermann, 2016).

However, the older or aged employees do not allow the effective recruitment regarding their own profiles to take place as they are rigid of not letting any other person to take away their position and power in the company. This issue has been troubling the recruitment process at Intellecap the young people cannot be hired to these positions due to the adamancy of the aged people in the workforce (Surujlal, 2016).

The cultural diversity and differences play a great role in obstructing the effective recruitment process to take place in Intellecap. The candidates who are hired from various backgrounds also happen to belong to various cultures. The HR of Intellecap faces difficulty in selecting the candidates belonging to the local area or different location or country altogether (Smith, Allard & Harper, 2016).

The difference in the culture regarding the privileges and mindset regarding the employment of women and men and the equality status of the women and men also pose a great deal of challenges to the recruitment process of Intellecap. Moreover, the religious factors also become crucial while carrying out the recruitment process of Intellecap (Surujlal, 2016).

The image of the Intellecap plays a very crucial during the recruitment process. The company needs to maintain a very clear and good image of its own in the global market as more number of candidates is interested to get associated and work for such company which is having a good status and image in the global market (Suhail & Azhar, 2016).

Conclusion and recommendations:

Intellecap must assess and evaluate the process of diversity as an integral aspect of the recruitment process. The company needs to work on the pay scale that it would provide to its candidates who would be future employees so that the employees would obtain job satisfaction in the workplace.

A customized survey regarding the satisfaction of the job must be carried out by Intellecap which would assist the company in determining the obstacle and challenges that are present in the current workplace. The development of diversity in the plan of the recruitment has to be strategized which would help in the restructuring of the recruitment criteria and priorities.

Intellecap must also promote openness in the work atmosphere which would encourage the employees including the senior management to express their concerns. This would help in communicating the priorities of the company to the senior management and dealing with the replacement for the aged employees with respect. Thus, the ability to have efficient people in the recruitment process will depend on the way the HR management of Intellecap deals with the issues and challenges.


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Fechter, A. M., Oelberger, C., & McWha-Hermann, I. (2017). Managing human resources in international NGOs.

Fei, J. (2017). Managing Human Resources in the Shipping Industry. Routledge.

Gasparin, M., Micheli, M. R., & Campana, M. (2016, January). Managing Human Resources in Open Boundaries Communities: The Case of 3D Printing Fablabs. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 12562). Academy of Management.

Gupta, S., & Bhaskar, A. U. (2016). Doing business in India: cross-cultural issues in managing human resources. Cross Cultural & Strategic Management, 23(1), 184-204.

Gurkov, I. B., & Zelenova, O. (2016). Managing human resources in Russia. ???????.

Hawthorne, P. (2015). Strategies for Managing Human Resources. Practical Strategies for Academic Library Managers: Leading with Vision Through All Levels: Leading with Vision through All Levels, 25.

Henderson, M. A., Carr, T. E., Eck, B. T., Garofolo, P. J., & Weber, M. A. (2013). U.S. Patent No. 8,577,713. Washington, DC: U.S. Patent and Trademark Office.

Holmqvist, M., & Spicer, A. (Eds.). (2013). Managing'Human Resources' by Exploiting and Exploring People's Potentials. Emerald Group Publishing.

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Smith, C., Allard, P., & Harper, M. G. (2016). Managing Human Resources.

Suhail, A., & Azhar, A. (2016). Managing Human Resources in Public Health Care System in South Asia: Case Study of Pakistan. South Asian Journal of Human Resources Management, 3(1), 75-83.

Surujlal, J. (2016). Managing human resources in sport: issues, challenges and possible remedies: sport management and tourism. African Journal for Physical Activity and Health Sciences (AJPHES), 22(Issue-31), 760-776.

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Zhu, C. J. (2017). Managing Human Resources in China: The View from Inside Multinationals.

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