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Challenges in Recruiting and Selection

Recruitment and selection has become an important aspect of an organization in order to gain competencies. Training recruitment and selection are the critical part to an organizational growth.  It has become significant for all of the organizations across the world to understand the importance of an effective human resource practices.  For gaining organizational goals, it is important to contribute towards effective performance management. Selection and recruitment process of an organization need to be efficient, fair and effective in order to gain sustainable goals. With a global expansion of economy, the HRM issues have increased the concern of people around. There should be evident fairness, honest and equitable dealing to create a positive channel facilitating the candidates to demonstrate their abilities.  This will help in assessing the qualities through the process effectiveness through quality and quantity, appropriateness, correctness, and timely management of issues (Aswathappa, 2013). Quality selection and recruitment is related to fulfilling the vacant positions with the most appropriate person in an organization to get maximum productivity and good quality of work. This practice will surely help in creating a better organizational environment. Hence one can easily achieve goals to get to the target (Brewster, et al 2016).

The report is based on Recruitment/Selection and diversity in an organization involved in high-technology research and development. The purpose is to highlight the issues that a HR Manager faces to recruit people from overseas market. The report primarily focuses on hiring employees by hiring a placement agency.  Currently the company is finding difficulty in filling the place due to unavailability of right candidate at the local market.  Hence it is evident to provide with an effective recruitment method to get the right people from overseas and to understand the different aspects of diversity while drafting the job advertisement and selecting the candidates. A thorough market report is required to understand the mindset of people and their inclination towards relocation. While expanding overseas, it is important to match the expectation sofa the company with employee. It is moreover important to close the job at the right time to avoid further loss caused due to vacant position (Jamali, et al 2015).

A company while expanding internationally has to take upon certain challenges.  There are few daunting challenges that a company faces while hiring new employees. It is even more difficult to hire employees from other countries due to difference in culture, regulations and language. Additionally it is difficult to hire the right employees and ensuring that the company is compliant with all applicable regulations while hiring employee’s overseas (Wilton, 2016).

The Complexity of Process

This is not an easy process, but involves a lot of resources and a better understanding of how to proceed and help in hiring overseas. IT firm has its own complex issues in hiring employees overseas. It has to find out a proper mean to hire employees. An effective channel of hiring and recruitment need to b r created in order to hire employees (Bloom & Van Reenen, 2011).

There is a sheer complexity in hiring and on boarding employees from the foreign market in order to execute necessary organizational goals. Every country has its challenges and partnering with the people and the firms in order to benefit the organizational goal. This will be difficult for the organization to manage the complexities in order to gain competencies. It is important to find out an appropriate medium to communicate the process. The purpose of selection and recruitment is to hire right employee within the given time (Brady, 2009). 

The toughest part in an organization looking for oversea talent is to find the right candidate. It is important to find out individual interest and appropriate characteristic in order to manage appropriateness. Firstly it is important to understand an individual employee interest regarding relocation. It is at times difficult to find the talent who stays with the company for a longer time period.  This is important for managing the interest of the organization and individual employee (Bratton & Gold, 2012).

The company will be facing issues due to cultural differences.  Every country has a different cultural background. While hiring internationally, it is necessary to understand the culture of the country and expectations of employee. It is vital for the business to Work on understanding business norms. Like for example: people in USA have an open approach of working whereas in Asia, people feel offended in case of open communication. While hiring it is important to consider the cultural approach to communicate. It is necessary to consider the cultural gaps while undertaking the risk assessment. Cultural understanding plays an important role in managing employees in a better way. Hence it is important to understand the culture of the individual in order to gain competency (Chen & Huang, 2009).

There can be issues in relation to communication in between the organization and the employees. The employees might face issue in reaching the target due to a gap in communication in between. The recruited employees might face problem in communicating their idea.  Recruitment is a multi-layer process which includes much complication. In order to gain competency, it is relevant to understand the issues while communicating with the other party. This will allow in meeting the organizational targets. It is appropriate for the company to meet the requisite results. In order to understand the organizational goals it is important to manage the communication in an effective way (Dessler, 2009).

Finding People Looking For Relocation

The process generally takes time in order to manage the task efficiently. There is a necessity to manage the effective use of the organizational policies. Hence for an organization it is important to manage the timely implementation of policies in order to gain competencies. The process will take time to gain effective employee regulations to hire employee.  This is critical for the purpose of hiring employees internationally. Employees will take time to implement the gaps in understanding the culture in the most appropriate way. The process of oversea hiring is very complex and above all it is a time taking process affecting individual. This is important for the organization in meeting the targets fir matching up with the expectations of the organization (Hamel, 2008). 

The process chosen to recruit employees in an International market is by hiring a local recruitment agency. By Working closely with the HR, they can use the effective recruitment solutions and local expertise. This is an effective way through which a company can hire employees oversea.

Another effective process is regarding hiring a placement agency. This will allow in funneling resources into setting up a full international recruitment. The local agency will help in a smooth recruitment process. This will help in managing the recruitment and selection in a smooth way. An organization that is not aware about the local HRM culture. The local recruitment company hires the employee, conduct all interviews and fulfill all the necessary compliance in order to proceed. This however reduces the burden on the company while hiring oversea. By hiring a reliable company, the candidates can trust the company blindly. This is important for the company to create a sense of confidence in the candidates. It is necessary for the futuristic approach to derive effectiveness (Trompenaars & Hampden-Turner, 2011). There are many well-reputed employment agencies located in India and China that is working to hire local employees for International Corporation. In this way it is possible for the company can gain effectible result (Noe, et al 2007).

For recruiting employees internationally, it is necessary to hire a representative on the ground during international recruitment process in order to carry face-to-face interactions. This will helps in building a connection with candidates. This also helps in demonstrating dedication to the process and allow in managing a comfortable recruitment process. This will create a sense of credibility in the mind of the candidates (Marchington, et al 2016).

Cultural Insight

The recruitment process is one of the major challenges when it comes to hiring talent oversea.  The process of recruiting starts with choosing a right approach. This will help in concentrating on the hiring process in an effective way (Hammann, et al 2009).

The key aspect regarding hiring an employee oversea is by finding a right place.  This is not an easy task for the HR manager to find out the right place to hire an employee. While searching, it is important to fill the skill gap.  It is suggested to avoid employing from the countries where there is an oversaturation. It is suggested to hire an employee from a place where there are high number of skilled and unemployment. Another example is to hire employees by keeping 2-3 open options. The HR Manager can focus consequently on two markets like China and India. By keeping sole focus one country like China, there can be issue in concentrating on the market requirements. The effectiveness in the process of recruitment and selection can be attained by running drives in countries with strong trade ties. This practice will give with a wide spectrum to hire employees in order to gain market competencies. India and China has ample of talent in IT and software.  While concentrating on these two markets directly the company can allocate its resources appropriately. It is evident to generate focus on the market to recruit employees. India and China has lot of IT talent. A major section of top-most position in the IT firm is occupied by Indian and Chinese. Hence while considering the talent, it is evident to choose the employees from these two markets (Harzing & Pinnington, 2010).

In the digital age, it is suggested to use technology in recruiting employees overseas. It is evident to use an effective recruiting process to hire employees. By taking an effective initiative, it will be appropriate for the company to hire employees rightly.  However face to face interaction is very important for hiring the right talent (Heery & Noon, 2008)

While choosing this option, the following points need to be considered well in advance in order to achieve a smooth hiring process.

Firstly, it is important to formally issue a demand letter in favor of the recruiting agency.  The demand letter will allow the agency to take decision in behalf of the company. The candidates can trust the agency in order to make decision.

Communication Gaps

The company will issue letter of authority in order to conduct the selection process on behalf of the company.  The letter is addressed to the principal agent.  This will create a sense of authentication with the company hence helping in an effective recruitment process. This is important for the company in delegating the duties in an effective way.

The `agreement of Employment will help in forming a contract in between the employer and employee.

The selection of the candidate is conducted by written and verbal test. The selection procedure will take a formal process that will help in creating authority. The accommodation and transportation facilities are provided by the principal company. The faith of principal company resides with the agent while hiring the employees. It is important for managing the authority in order to select the most appropriate employees. All the technical and professional test will be undertake in order to supervise the process (Schuler & Jackson, 2008).

The entire medical checkup will be undertaken by the authorized medical center. The purpose of the medical center is to do the health check up.  The extra functions will be carried by the agency itself. These are the duties of the company in order to carry out the task more efficiently.

The agency has to apply for the Visa. They have a duty to apply for the visa in behalf of the company.

The travelling and ticketing expenses will be carried by the agency. The expenses will be reimbursed by the principal company.

The agency has to carry out an orientation before tee departure. It is important from the point of view of taking responsibilities. They are also provided with first-hand information of work environment (Werner & DeSimone, 2011). They are also informed about the labor laws of the respective country. It is important for informing the employees about the work culture. The orientation programme will help in resolving Hrm issues. They will generate awareness in the employees while relocating to other country. This is one of the appropriate ways to make an individual aware about the organization (Scullion & Collings, 2011).

.  In order to run the most effective recruitment process, it is important to follow these steps:

One of the effective ways to attract diverse candidates for the employment opportunities is by delivering targeted messages with recruitment advertising. It is important for advertising employment opportunities throughout traditional recruitment advertising channels, like newspapers and large-scale job boards. These channels play an important role in recruitment, delivering targeted messages to the minority job seekers while reaching them in a best way. This is one of the best ways to attract a diverse range of candidates for employment opportunities, and eventually improving the diversity at workforce.

Time

The Diversity recruitment advertising is used as an effective tool for ensuring the role of diversity as an overall organizational brand image. Moreover by increasing and diversifying the pool of applicants, diversity recruitment advertising helps in improving employment brand.. Diversity recruitment advertising is the best tool used to ensure diversity in organization’s brand image. It is a way through which the organization can counter the negative events, discrimination lawsuits to reinforce the positive aspects. A recruitment advertisement includes the employment opportunity. It should inform jobseekers about organization’s culture and the people that work there.  In order to attract skilled and talented minority applicants, it is vital to manage recruitment advertising in order to embrace diversity. The diversity recruitment advertising must include position that the company and the minority employees are looking for. It should also includes awards, work/life perks, diversity milestones, community outreach, or recognition for being a great place to work.

The diversity recruitment advertising involve constructing diversity recruitment advertising in order to gain good understanding of these target markets where the company is trying to penetrate. This can be done by gathering input and research to recognize potential candidates that the company is targeting and then integrating the key motivations uncovered into the advertisement . It should specifically highlight challenges faced by the company while looking for talent internationally is the difference in cultural approach. Asian countries do have different cultural background that might create a problem for the company. For developing an effective Human Resource Strategy, it is important to manage employees. In order to hire an employee internationally, it is important to make an effective HRM strategies hire the best employee. For an effective organizational culture and background, it is important to develop diversity management policies. These policies are important for the company in meeting the desired target. The hr manager has a target to hire employees in order to gain proficiency (Marchington, et al 2016).  The HR manager has to hire efficient employees in the organization. This is to develop the organizational factors in gaining market competency.  The purpose is to meet the designated role in order to meet the organizational challenges. He has to close the position in the given time period. An efficient human resource strategy is to manage the strategies in order to manage the job in an appropriate way. By Working closely with the HR, they can use the effective recruitment solutions and local expertise. This is an effective way through which a company can hire employees oversea (Purce, 2014).

Process of Recruitment and Selection Oversea -Utilizing Local Recruitment Agencies

The HR personnel have to manage the organizational structure In order to gain organizational competency, it is important to gain competitive advantage.  This is important for the company to create a sense of confidence in the candidates. It is necessary for the futuristic approach to derive effectiveness. This is important for an organization in order to derive effectiveness. It is necessary for managing the organizational task and gaining effectiveness by giving the appropriate directions. It is important for managing the organizational goals and meeting the targets within the stipulated tie period. The organization has to meet the effective target and required goals by managing the organizational needs. These challenges can be seen in the organization while dealing with the problem.  This is critical for the purpose of hiring employees internationally. Employees will take time to implement the gaps in understanding the culture in the most appropriate way (Riley, 2014). It is important for an organization in hiring talent internationally. While hiring it is important to manage the requisite challenges that the company can face at different point of time. This will help the organization in meeting the different aspects. The issues related to  the diversity  management has to be handled efficiently. These challenges therefore affect the human resource decision making on a long run. There are multiple options that are available to the company in order to make a better decision.  This is relevant for gaining a futuristic insight and developing a long term sustainable HRM Strategies. The HR department has to carry various roles in order to meet the organizational targets (Sparrow, Brewster, & Chung, 2016; Stone & Deadrick, 2015).

Conclusion

Employee selection and retention is important for an organization. With global expansion and growth, it has become important to develop effective HRM strategies in order to gain organizational competency. Companies tend to hire employees overseas in order to meet the requisite target. The report is based on hiring employees oversea while managing the requisite organizational goals. In a highly competitive economy, it is important to hire the most efficient employees. These strategies are important for an organization in order to develop better growth opportunities. An organization has to deal with many challenges while hiring an employee internationally. The purpose of hiring an employee internationally is to meet the purpose for developing growth. This is to increase the retention rate and creating better opportunities for the employees. These strategies are important for the organization in organizing roles in order to match up with the expectations. For this reason it is plain to provide with an efficient recruitment method to get the right people from overseas and to recognize the diverse aspects of diversity while drafting the job advertisement and selecting the candidates. The oversea recruitment and selection is important for gaining competency in order to gain organizational goals.

References

Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Bloom, N. and Van Reenen, J., (2011). Human resource management and productivity. Handbook of labor economics, 4, pp.1697-1767.

Brady, A.M., (2009). Marketing dictatorship: Propaganda and thought work in contemporary China. Rowman & Littlefield Publishers.

Bratton, J. and Gold, J., (2012). Human resource management: theory and practice. Palgrave Macmillan.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Chen, C.J. and Huang, J.W., (2009). Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), pp.104-114.

Dessler, G., (2009). A framework for human resource management. Pearson Education India.

Hamel, G., (2008). The future of management. Human Resource Management International Digest, 16(6).

Hammann, E.M., Habisch, A. and Pechlaner, H., (2009). Values that create value: socially responsible business practices in SMEs–empirical evidence from German companies. Business Ethics: A European Review, 18(1), pp.37-51.

Harzing, A.W. and Pinnington, A. eds., (2010). International human resource management. Sage.

Heery, E. and Noon, M., 2008. A dictionary of human resource management. OUP Oxford.

Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), 125-143.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A.,( 2016). Human resource management at work. Kogan Page Publishers.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., (2007). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Riley, M. (2014). Human resource management in the hospitality and tourism industry. Routledge.

Schuler, R.S. and Jackson, S.E., (2008). Strategic human resource management. John Wiley & Sons.

Scullion, H. and Collings, D.,( 2011). Global talent management. Routledge.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Stahl, G.K., Björkman, I. and Morris, S. eds., (2012). Handbook of research in international human resource management. Edward Elgar Publishing.

Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 

Storey, J., (2007). Human resource management: A critical text. Cengage Learning EMEA.

Trompenaars, F. and Hampden-Turner, C., (2011). Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing.

Werner, J.M. and DeSimone, R.L., (2011). Human resource development. Cengage Learning.

Wilton, N. (2016). An introduction to human resource management. Sage.

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