The two terms 'recruitment & selection' are neither the same nor similar. But both have a common purpose, which is to pick up competent employees for the organization. In the procedural phenomenon, these are sequentially interrelated and interdependent since selection procedure starts when recruitment ends. The question is: when does recruitment start? It starts when employee requisition is placed to the HR department. by the individual business units/functional departments as per manpower plan.

Barriers

Ambiguity or Absence of HR Plan

Effective HR Plan facilitates recruitment process by providing clear information through HRIS. But in our country, many organizations except for some Multinational Companies (MNCs) such as BAT and GlaxcoSmithKline either do not have their own HR plan or have an ambiguous HR plan.

Internal Recruitment Policy (IRP)

IRP works as a source of loyal and proven candidates. But it limits the scope of getting talents. It's a cost saving employee hiring process that takes place in the large organization. But without maintaining career succession plan IRP cannot work properly.

Employee Hiring Approach

The decision of 'make or buy employee hiring approach' affects recruitment & selection procedure, which is related to technological implication of recruitment and selection, geographical distribution of labor force and government obligations. Usually large organizations having a long-term vision -- for example Beximco, SQUARE -- follow 'Make hiring' approach considering their technological impact and business expansion.

Obscure Job Specification

In many cases, the requester of manpower can not provide required job specification. As a result, many complications occur, which consume time in defining the qualifications of suitable applicants for whom the position is to be advertised.

Legal Consideration

It creates both positive and negative impact -- positive impact in the sense that legal obligations like Labor Law 2006 provides the legal framework of employee benefits and human rights & obligations while recruitment and selection procedure continues. On the other hand, due to the minimum wage rate imposed by the Labor Law 2006 many factories cannot fix up designation/ working position of their employees.

Searching Parameters

Searching parameters affect employee hiring procedure severely since it is the first step to reach potential candidates. Identifying the source of the potential applicant is more important. Manual advertisements like posters and banners may be hung in places near the factory premises for recruiting manual workforce while "Online application" may be asked for executive positions. But it should be considered whether online opportunity is available to all potential candidates, while putting such advertisements. Moreover, an ambiguous benchmark against which to shortlist applicants consumes time.

Coordination between HR & Employment Departments

In many cases, manpower requisition is not placed to HR department in due time by the requester. But after placing it the requester makes hurry and exerts pressure to get the vacant position filled in as soon as possible. It no doubt hinders the proper selection procedure.

Insufficient Logistic Support

In many cases, arranging selection tests, physical check up, and or 'on-the-job' observation are required. But many HR Departments do not have physical arrangement for such activities.

Size of Organization

A small organization (with less than 1000 working people) considers recruitment and selection procedures problematic since it incurs cost and consumes time. So, relatively small organizations, especially garment factories, do not wish to allocate money in their annual budget for any recruitment and selection team/procedure.

Qualification Level

Sometimes, the term 'Qualification' is not defined properly. One thing needs to be clear -- 'over qualification' is also a disqualification. Sometimes, a person may accept a job not commensurate with his or her qualifications due to some reason only and leave it at a suitable time.

Withholding Information or Giving Misinformation

To attract talented candidates some companies sometimes provide misinformation or hide true information. It incurs 'irrecoverable cost' for the organization in the long run. The following case illustrates the point.

A reputed textile company hired an HR Manager for its spinning unit which is about 40 miles from Dhaka. He was asked to stay inside the dormitory of the factory premises, which he agreed. But the actual location of the factory, distance and the mode of transportation were not clearly communicated to him. Moreover he was in the dark about the facilities available in the dormitory. He joined the organization only to leave it just after 21 days.

Depending on the First Impression

First impression is important. But it cannot be the only criterion for assessing the competency level of the candidate because, many potential candidates may get nervous and fail to make any good impression first time. Moreover, employees to be recruited for analytical jobs need to be provided more scope to explore themselves.

Mixing up Enthusiasm with Competence

Enthusiasm is a very attractive trait. It may well be one of the things the interviewer usually looks for. But they may easily confuse enthusiasm with competence. Enthusiasm has to do with the mental as well as physical spirit of a person for doing the job assigned, whereas competence shows the level of capability required for proper accomplishment. Both are important though distinct in nature. Some enthusiastic persons may not have sufficient competency level or vice versa.

The Contrast Effect

Sometimes, the interviewer compares a candidate with others instead of taking into account whether the candidate's competence fulfils the job requirement. The practice may contribute to the turnover of stuff.

Nepotism

Nepotism in business is one kind of cancer in our country. Sometimes many top managers, even company owners, influence selection by pleading for candidates from their known circles although they officially insist that neutralism be maintained in selection procedure.

Regional Consideration

It almost creates negative impact by limiting the scope of getting talents. However, there are some benefits of it for the manufacturing establishments of the garment industry. There employers mainly want to employ people from the regions near their factories to avoid transportation hassle and overhead costs.

Mixing up Personal Appearance with Personal Get-up

Many interviewers mix up 'personal appearance' with 'personal get up' though these are totally different. Unless it is necessary for satisfactory performance, personal appearance should not sway the selection decision. For example, in any front line job, a degree of personal get up is required whereas personal appearance may not be.

Stereotyping

Sometimes, interviewers discriminate unnecessarily between men and women. No doubt it creates a hurdle in picking up talents. In garment factories many girls and women are getting lower paid than the boys or men though both men and women or boys and girls are contributing to the output at the same level.

Like Me/not Like Me

Sometimes, interviewers are pre-disposed to like people whom they see as similar to them in some significant ways. Conversely, they have difficulty in engaging people with whom they have little in common. This attitude is never constructive; rather it may harm company interests. If the interviewers favor the candidate who exhibits traits similar to theirs, it may cause them to appoint someone who is inappropriate for the job.

Preconceived Notion

Some interviewers unnecessarily show negative attitudes towards some candidates on the ground of place, race, religion, etc. For example, one of my previous supervisors always used to tell me that he did not like the students of Cittagong University without showing any specific reason. There is no justification for such comments when defined qualifications are the only criterion for selection.

Religious Bias

My immediate boss did not like the employees of other religions than what he believes in. His attitude was sometimes reflected in the interview sessions that he attended.

Improper Application

Many potential candidates are not kept in the short list due to their improper or faulty application submission. Job application should be specific in terms of position, relevant experience, required education, salary expectation, and so on.

Nervousness

Almost all candidates become nervousness while they are in the interview session, which is totally meaningless. Interviews are meant to assess the candidate's competency level and not to demean or blame him. In fact every candidate should consider the interview session as an opportunity for vindicating himself rather than an occasion for getting nervous.

Irrelevant Thinking

During interview, most of the interviewees think whether they will be able to get the job rather than trying to obtain it.

Irrelevant Application

Due to the dearth of job opportunity, many candidates, especially in the entry level recruitment, are always motivated for any kind of job no matter whether it matches his educational background.

Recommendations for Overcoming the Barriers

• Organizations should have clear and specific HR Plan with provisions for updating it

• Proper 'Internal Recruitment Policy' is required to retain employees

• Pre-determined 'Employee Hiring' approach is more effective

• Realistic and clearly defined job specification is a must

• Legal aspects of recruitment need to be thoroughly studied first

• Searching parameters can be convenient for applicants

• Well defined recruitment procedure and physical arrangement for all the required tests is a must

• Smooth communication between the requester of manpower and the recruitment team is a must

• The level of qualifications must be understood by interviewers. Overqualified candidates should be declared disqualified

• Information related to benefits, work environment, transportation and so on should be properly communicated to the candidate.

• Judgment should not be made in identifying the actual talent based on first impression only

• Candidates should be assessed in terms of required qualifications and not compared with each other.

• Interviewers should have a clear stand against nepotism for the grater interest of their organization

• Personal appearance should not be considered while personal get up is a necessity

• Unnecessary discrimination and preconceived notion should be avoided

• Religious bias should not influence the mode of selecting candidates

• Application submission for jobs should be proper, relevant to the position and documented as per requirement

• Nervousness is one kind of weakness. So, it should be reduced, if not eliminated

• Irrelevant thinking while waiting for an interview weakens the candidate mentally. So, it should be avoided.

Md. Jahangir Alam is HR Manager, Training & Development, Viyellatex Group