Article 06 - Overcoming Challenges in Recruitment & Selection

 The term "recruitment" refers to the process of finding and involving the best applicants, while "selection" refers to the process of selecting the best individuals based on organizational needs (Ye, 2022). It is a method of choosing competent candidates who possess the right mindset and skills to fit in with the company's culture.

Recruitment and selection are critical processes for any organization, as they determine the quality of talent joining the workforce and directly impact the organizational growth, culture, and performance. Furthermore, successful recruitment and selection will provide a larger pool of candidates to find appropriate skills and improve the quality of the candidates to achieve organizational goals. The recruitment and selection process is also a window to organize the image and increase popularity with the market (Ye, 2022). 

Recruitment and selection come with several challenges that can impact an organization's ability to attract and retain the right talent. However, many organizations as well as HR professionals face significant challenges in attracting, selecting, and retaining the right talents. 

What would be the biggest hiring headache if you had to pick just one? It's true that your responses may change based on the size of the organization you work for or the types of positions you're hiring. However, the majority of recruiters would tend to focus on a few typical recruiting problems (Bika, 2018).

Therefore, it is vital to recognize and address recruitment and selection challenges in order to prevent or reduce them. In this blog, we explore some of the most common recruitment challenges and provide strategies to overcome them. 

Here are some common challenges in recruitment and selection.

1. Attracting the Right Candidates
2. High Competition for Top Talent
3. Lengthy Hiring Process
4. High Employee Turnover
5. Cost Constraints
6. Bias in Hiring Decisions
7. Use of Outdated Technology
8. Compliance & Legal Issues

Talent Shortage 

Finding qualified candidates with the right skills and experience is one of the most difficult recruitment challenges. It may be difficult to find the ideal applicant for a position if there is a limited pool of qualified applicants. It's possible that highly skilled individuals are already employed and are unwilling to change careers. 

Businesses will need specialised skills more than ever before as they move towards more advanced technologies like artificial intelligence (AI), machine learning, and cybersecurity. The sectors with the most shortages are expected to be engineering, technology, and healthcare. A McKinsey analysis predicts that by 2025, 87% of companies will have skills shortages in critical areas. Companies may be forced to fill significant roles without qualified candidates, which would hinder innovation and growth (Ghodasara, 2025).

Solutions

organizations can address this issue by conducting training programs, collaborating with academic institutions (universities), and providing internships in order to create a pool of qualified workers. Finding talented candidates who meet the requirements but may not be actively looking for job opportunities can also be identified by using AI-driven recruitment tools. 

Before reaching out to passive candidates, organizations should find out what makes them satisfied and what motivates them at work. Using this information, customize your sourcing emails to highlight what you can offer them rather than what they can accomplish for your business.

According to the Human capital theory (Becker, 1964), investing in employees' education and training increases their employability and productivity, successfully addressing the talent shortage.

Poor Employer Branding 

Employer brand can be defined as a package of benefits that provided by an employer during employment (Ambler & Barrow, 1996).

In the current competitive job market, employer branding plays a crucial role in attracting and retaining top talent. In 2025, it will be more important than ever as job seekers become more discerning. They assess companies on more than simply job descriptions and salaries. Since they prefer companies with strong workplace cultures and positive employee experiences, they also evaluate the company's reputation, culture, and employee experiences. Establishing a clear employer brand image is crucial since job seekers may ignore applying if they are unable to find enough information about the organisation. 

Employers who invest in employer branding are three times more likely to hire quality candidates, but it's a complicated process that involves everything from ensuring positive candidate experiences to promoting your culture on social media (Bika, 2018).

Organizations with poor employer brands may lose out to competitors offering better opportunities or workplace culture as the competition for top talent heats up. According to Glassdoor research, 72% of recruiting leaders consider employer branding has a big influence on hiring outcomes (Ghodasara, 2025). A weak employer brand makes it difficult to attract top talent, leading to:

• Reduced Talent Attraction
• Higher Recruitment Costs
• Low Employee Retention
• Weaker Competitive Advantage

Solutions

Organizations can enhance employer branding by fostering a positive culture, promoting employee advocacy, maintaining an active online presence, offering competitive benefits, and ensuring transparency in recruitment. Use sites like Glassdoor and LinkedIn to interact with potential candidates and highlight your company's unique features, such as wellness programs and flexible work schedules.

Also, by promoting their work culture and building a social media presence, companies can build a brand image. Branding strategies can include posting a career blog with written and video testimonials from current employees, sharing information about upcoming projects, or providing details about the work environment.

High Employee Turnover 

Employee turnover poses a significant challenge for organizations. If a company frequently loses employees, the need for constant recruitment becomes a major challenge. High turnover can disrupt operations, increase recruitment costs, and reduce overall productivity. Understanding its causes and implementing strategies to reduce turnover is crucial for organizations striving for long-term success. Understanding the causes of employee turnover and implementing strategies in place to reduce it are essential for organisations striving for long-term success.

According to Gallup research, 51% of employees are actively seeking new jobs, mostly because they want greater flexibility, career advancement, and better compensation (Ghodasara, 2025).

Solution

Enhancing employee engagement, offering career development opportunities, and providing competitive compensation and benefits can improve retention. Conducting exit interviews can also help to recognize and address fundamental issues contributing to turnover.

Furthermore, encouraging a positive workplace culture with frequent feedback loops and considering providing flexible work schedules may also help to reduce employee turnover.

Herzberg’s Two-Factor Theory (1959) states that job satisfaction and motivation depend on both hygiene factors (salary, job security) and motivators (career growth, recognition).

                                                                           (RChilli, 2021)

Conclusion

The foundation of building a strong and competitive workforce is recruitment and selection. However, organizations face numerous challenges, including talent shortages, high competition, biases, lengthy hiring processes, and high turnover rates.

While recruitment and selection challenges can be overwhelming, implementing strategic approaches can make the process smoother and more effective. organizations can attract and retain the best talent by leveraging technology, improving employer branding, and fostering an inclusive hiring environment.
In the end, organizations that place a high priority on an effective, fair, and flexible hiring process will not only attract the best candidates but also retain and train employees who drive long-term success.

References

Bika, N. (2018). The 8 most common recruiting challenges and how to overcome them | Workable. [online] Recruiting Resources: How to Recruit and Hire Better. Available at: https://resources.workable.com/stories-and-insights/common-recruiting-challenges.

 

Indeed (2025). 21 Recruitment Problems and How To Overcome Them. Career development. Available at: https://www.indeed.com/career-advice/career-development/recruitment-problems [Accessed 28 Mar. 2025].

Amit Ghodasara (2025). Top Recruitment Challenges in 2025 & How to Overcome Them. [online] iSmartRecruit. Available at: https://www.ismartrecruit.com/blog-recruitment-challenges-how-overcome-them.

Ye, G. (2022). Critically Discuss Challenges and Recommendations in Recruitment and Selection. [online] www.atlantis-press.com. doi:https://doi.org/10.2991/aebmr.k.220307.043.

 

Herzberg, F. (1959). The Motivation to Work. 2nd ed. New York: John Wiley & Sons.

Becker, G.S. (1964). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education. The Economic Journal, 76(303), p.635.

 

Ambler, T. and Barrow, S. (1996) 'The employer brand,' Journal of Brand Management, 4(3), pp. 185–206.

RChilli (2021). Recruitment Challenges | How to Overcome Them. [online] YouTube. Available at: https://www.youtube.com/watch?v=M5Lu75xikIs.