Hanzalah Aamir – 24357

Anusha Safdar – 21548

Atfa Imtiaz – 23143
Usaid Hamdani – 23993
Submitted to:
HRM – An Overview Dr. Sarah Khan
HRM – 7004
of the Recruitment
Process at Al-Karam
Textile Mills Ltd.
Contents

1. Introduction: ................................................................................................................................... 3
2. Literature Review: .......................................................................................................................... 3
2.1: The Recruitment Process: ........................................................................................................... 3
2.1.1: Sourcing and Methods: ......................................................................................................... 4
2.1.2: Company Culture and Recruitment: ..................................................................................... 4
2.1.3: Internal Hiring: ...................................................................................................................... 4
2.1.4: Hiring for Executive Positions:............................................................................................... 4
2.1.5: Referral Hiring: ...................................................................................................................... 4
2.1.6: Campus Recruitment Drives: ................................................................................................ 4
2.1.7: Impact on Company Branding:.............................................................................................. 4
2.2: Technology in Recruitment: ........................................................................................................ 5
2.3: Diversity and Inclusion: ............................................................................................................... 5
2.4: Evaluation metrics: ...................................................................................................................... 6
2.5: Challenges in the recruitment process: ...................................................................................... 6
2.6: Legal and Ethical Considerations: ............................................................................................... 6
3. Methodology: ................................................................................................................................. 6
3.1: Interview Process: ....................................................................................................................... 6
3.2.1: Selection of Interviewee: ...................................................................................................... 6
3.2.2: Interview Structure: .............................................................................................................. 7
3.2.3: Interview Questions: ............................................................................................................. 7
3.2.4: Informed Consent: ................................................................................................................ 7
4. Findings: .......................................................................................................................................... 7
4.1: Recruitment at Alkaram .............................................................................................................. 7
4.2: Use Of Technology in Recruitment ............................................................................................. 8
4.3: Diversity & Inclusion ................................................................................................................... 8
4.4: Evaluation Of Recruitment:......................................................................................................... 8
4.5: Legal & Ethical Considerations: ................................................................................................... 8
4.6: Challenges.................................................................................................................................... 8
5. Discussion: ...................................................................................................................................... 8
5.1: Recruitment Process at Alkaram: ............................................................................................... 9
5.2: Use of Technology in Recruitment: ............................................................................................. 9
5.3: Diversity & Inclusion: .................................................................................................................. 9

1
 5.4: Evaluation of Recruitment: ....................................................................................................... 10
5.5: Legal & Ethical Considerations: ................................................................................................. 10
5.6: Challenges: ................................................................................................................................ 10
6. Purpose: ........................................................................................................................................ 10
7. Conclusion: ................................................................................................................................... 11
References ............................................................................................................................................ 12
Appendix............................................................................................................................................... 14
Interview Questions: ........................................................................................................................ 14

2
 1. Introduction:
Human Resource Management (HRM) stands at the core of organizational success, acting as
the strategic architect that aligns human capital with the overall goals and objectives of a
business. Within the expansive realm of HRM, recruitment emerges as a pivotal tool, serving
as the gateway to acquiring and nurturing the most valuable asset of any organization – its
workforce. The recruitment process, encompassing the systematic identification, attraction,
and selection of qualified individuals, is not merely a transactional activity but a strategic
imperative that shapes the composition and caliber of an organization's talent pool.

Recruitment, as a subset of HRM, involves a multifaceted approach to identifying and engaging

individuals whose skills, competencies, and values align with the organizational culture and
requirements. It transcends the conventional boundaries of a mere staffing function, evolving
into a dynamic and strategic process that directly influences an organization's competitiveness
and sustainability in today's dynamic business landscape.

In the contemporary business environment marked by rapid technological advancements,

demographic shifts, and globalization, the significance of effective recruitment practices has
become more pronounced than ever. Organizations face the challenge of attracting and
retaining top-tier talent, creating a highly competitive landscape for human capital. As such,
recruitment has evolved into a strategic tool that not only addresses immediate staffing needs
but also contributes to long-term organizational success.
The exploration of recruitment as a fundamental element of Human Resource Management
(HRM) forms the crux of this term report. Within these pages, we navigate through the diverse
dimensions of recruitment, scrutinizing its facets, methodologies, challenges, and the profound
impact it has on organizational performance. By dissecting the role of recruitment in talent
acquisition, workforce planning, and overall organizational growth, we aim to illuminate its
strategic importance in shaping the current and future success trajectories of businesses. This
comprehensive analysis seeks to offer valuable insights into the nuanced landscape of
recruitment, fostering a deeper understanding of its significance within the broader context of
HRM.

2. Literature Review:
Recruitment is the process of identifying, attracting, and selecting candidates for employment.
It is a critical function for organizations of all sizes, as it helps to ensure that they have the right
people in place to achieve their goals (Gloss, 2018). In recent years, there has been a growing
interest in recruitment research, as organizations seek to improve their hiring practices and
attract top talent.

2.1: The Recruitment Process:

Recruitment serves as the lifeblood of any organization, encompassing a myriad of strategies,
methods, and considerations that significantly impact a company's growth, culture, and brand
perception.

3
 2.1.1: Sourcing and Methods:
Recruitment begins with sourcing strategies tailored to identify and attract top talent.
Companies leverage diverse channels like job boards, social media, and recruitment agencies
to cast a wide net. The choice of methods—interviews, assessment tests, or simulations—plays
a pivotal role in selecting the right candidates (Pf HR, 2016). These methods determine not
only skill fit but also cultural alignment, an essential aspect in fostering a thriving work
environment.
2.1.2: Company Culture and Recruitment:
The alignment between recruitment efforts and company culture is crucial. Candidates seek
more than just a job; they seek an environment that resonates with their values. Organizations
that effectively communicate their culture during the recruitment process often attract
candidates who are a better fit, contributing to higher engagement and retention rates.
2.1.3: Internal Hiring:
Promoting from within not only cultivates loyalty but also motivates existing employees.
Internal hiring programs showcase opportunities for growth and career development,
reinforcing a culture of meritocracy and investment in employee advancement (TalentLyft,
2021).
2.1.4: Hiring for Executive Positions:
Recruiting executives demands a specialized approach. Beyond assessing skills and
experience, it involves evaluating leadership style, strategic vision, and the ability to align with
the company's long-term goals (Zojceska, 2018). Executive hires have a profound impact on
shaping the organizational direction and culture.
2.1.5: Referral Hiring:
Referral programs tap into the power of existing employees as brand ambassadors. Leveraging
personal networks, referral hiring often results in higher-quality hires (TalentLyft, 2021), faster
onboarding, and improved retention rates due to the pre-existing cultural fit and endorsement
from within the organization.
2.1.6: Campus Recruitment Drives:
Engaging with universities through campus recruitment drives offers access to fresh talent.
Such initiatives not only attract graduates but also portray the company as invested in nurturing
young professionals, enhancing its appeal among future job seekers (Mercer, 2020).
2.1.7: Impact on Company Branding:
The recruitment process significantly influences a company's brand perception. A positive
candidate experience, transparent communication, and fair selection procedures enhance the
company's reputation as an employer of choice. Conversely, a poor recruitment process can
tarnish the brand image, affecting not only potential hires but also customer perception and
stakeholder trust (Forsey, 2023).
In essence, recruitment is not merely about filling positions; it's about shaping the workforce
and, by extension, the organization's trajectory. By integrating effective sourcing, aligning with
company culture, nurturing internal talent, and delivering a seamless candidate experience,
recruitment becomes a cornerstone in building a strong and appealing employer brand

4
(Development, 2021). This, in turn, attracts top talent, fosters a vibrant workplace culture, and
ultimately propels the company towards sustainable success.

2.2: Technology in Recruitment:

Technology, especially Artificial Intelligence (AI), has revolutionized the recruitment
landscape, reshaping how organizations identify, engage, and hire talent (Bitesize, 2023). Its
integration has brought about transformative changes, optimizing various stages of the
recruitment process.
AI-driven tools revolutionize every stage of the recruitment process. They efficiently source
candidates by scanning diverse profiles, aligning qualifications with job requirements through
machine learning. These tools also elevate candidate engagement via chatbots, ensuring real-
time interactions and personalized experiences. In selection, AI's predictive analytics and
assessments objectively identify top talent, minimizing biases (WorldEconomicForum, 2022).
Crucially, technology optimizes the candidate experience by providing intuitive interfaces,
simplifying applications, and automating tasks, allowing recruiters to focus on forging deeper
connections with candidates.
Technology and Artificial Intelligence (AI) have reshaped the recruitment landscape,
revolutionizing how organizations identify and engage top talent. Among the pivotal tools is
the Applicant Tracking System (ATS), a cornerstone of modern recruitment. ATS leverages
AI to efficiently sift through extensive candidate pools, automating resume screening and
swiftly identifying the most qualified candidates (MRT, 2021). This streamlines the hiring
process, saving time while ensuring a more comprehensive search. Moreover, AI-driven tools
enhance candidate engagement through personalized interactions, scheduling, and real-time
updates. Beyond ATS, AI facilitates data-driven decision-making by analysing recruitment
metrics, offering invaluable insights into sourcing effectiveness and process optimization.
Ultimately, this seamless integration of technology and AI not only expedites recruitment but
also refines the candidate experience, transforming talent acquisition into a more efficient,
data-informed, and engaging process (HR TECH, 2019).

2.3: Diversity and Inclusion:

D&I in recruitment are foundational pillars for building a robust, equitable workforce. It starts
with inclusive sourcing strategies, leveraging diverse channels and inclusive language in job
descriptions to attract a broad spectrum of candidates. To ensure fair assessment, recruitment
processes focus on mitigating biases through structured interviews, blind resume screening,
and diverse interview panels (Symonds, 2023). Cultivating an inclusive culture involves
support networks and mentorship programs to retain diverse talent, while measuring D&I
metrics and holding leadership accountable drives progress. Recognized for enhancing
decision-making and innovation, D&I in recruitment not only aligns with ethical imperatives
but also boosts organizational performance (Windley, 2021). Compliance with anti-
discrimination laws and ethical considerations remains crucial, fostering an environment where
all candidates are treated fairly and respectfully.

5
2.4: Evaluation metrics:
Valuing the recruitment process involves recognizing its pivotal role in shaping an
organization's success. Efficient recruitment drives productivity, innovation, and
organizational growth by bringing in top talent. Beyond filling positions, it impacts company
culture, performance, and ultimately, the bottom line. Effective valuation encompasses
measuring metrics like time-to-fill, cost-per-hire, and quality of hire to assess the process's
efficiency and impact (icIms, 2022). Understanding its significance goes beyond numbers; it's
about recognizing recruitment as an investment in the company's future, influencing its
competitiveness and long-term success.

2.5: Challenges in the recruitment process:

Recruitment grapples with a multitude of challenges in today's dynamic landscape. Talent
scarcity, especially in fields requiring specialized skills, intensifies competition among
organizations seeking top talent. Overcoming biases in sourcing, assessments, and decision-
making processes remains a persistent hurdle in fostering diversity and inclusivity (Growth
Faculty, 2022). Rapid technological evolution demands continuous adaptation, integrating AI
and applicant tracking systems effectively while maintaining a human touch. Balancing the
need for efficiency with a candidate-centric experience, particularly in cross-cultural
recruitment, presents complexities. Sustaining recruitment excellence necessitates continuous
improvement strategies to align with shifting industry demands, making resilience and
adaptability key facets in navigating these multifaceted challenges (Vasave, 2021).

2.6: Legal and Ethical Considerations:

Adhering to legal frameworks and ethical boundaries is paramount in recruitment. Ensuring
compliance with anti-discrimination laws, safeguarding candidate data privacy, and
maintaining fairness throughout the process are ongoing challenges. Upholding a positive
employer brand while navigating complex legal landscapes remains critical for organizational
integrity (Yusko, 2017).

3. Methodology:
This report employs a mixed-method approach to comprehensively examine the challenges,
tools, and evolution of the recruitment process in Pakistan. The primary data source for this
study is an in-depth interview conducted with Ms. Izza Khan, the Head of Human Resource
Management (HRM) at Alkaram Studio, a major fashion retail brand in Pakistan. The interview
serves as the cornerstone of our investigation, providing valuable insights and firsthand
experiences that are integral to understanding the nuances of recruitment in the Pakistani
business landscape.

3.1: Interview Process:

3.2.1: Selection of Interviewee: Ms. Izza Khan was chosen for the interview due to her
pivotal role as the Head of HRM at Alkaram Studio, offering a unique perspective on
recruitment challenges and strategies within the fashion retail sector in Pakistan.

6
 3.2.2: Interview Structure: A semi-structured interview format was employed, allowing
for a balance between predefined questions and the flexibility to explore emergent themes. This
approach facilitated a comprehensive exploration of recruitment practices, challenges, and
tools at Alkaram Studio.

3.2.3: Interview Questions: Questions were carefully crafted to elicit detailed responses
regarding the challenges faced by Alkaram Studio in recruitment, the tools employed for talent
acquisition, and Ms. Khan's insights on the evolving recruitment landscape in Pakistan.

3.2.4: Informed Consent: Prior to the interview, informed consent was obtained from
Ms. Izza Khan, ensuring clarity on the purpose of the interview, the use of data, and the
confidentiality of responses.
This mixed-methods approach, combining insights from the interview with Ms. Izza Khan and
a thorough literature review, enhances the robustness and depth of the report. By triangulating
information from various sources, this methodology ensures a well-rounded exploration of the
recruitment landscape in Pakistan, as seen through the lens of Alkaram Studio's HRM Head.

4. Findings:
4.1: Recruitment at Alkaram
Questions 2,3,5, 6, 10 and 18 were asked related to this heading. The recruitment process at
Alkaram has been very smooth, as guided by our respondent. The main aim is to add value and
create a better experience for the candidates. They use interviews throughout their recruitment
process. For executive positions, they outsource their recruitment process and go to
headhunters. Then employees are selected via interviews (Question 10). This is done only for
a few selective positions since outsourcing is very costly. Throughout the process they try to
ensure there is transparency at each and every recruitment step. Transparency for both sides
involved in the recruitment process means transparency for both the candidate and the recruiter
(Question 2). The company looks forward to a young culture full of freshly graduated students.
Our respondent said, “Culture has a very big impact on the recruitment process as well as how
long the employees stay within your company.” (Question 3) The recruitment process starts
with applications coming in then a call is made to the suitable and most appropriate employees.
First, a job description has to be clearly laid out. After carefully looking at the job description,
a job specification has to be laid out.
Alkaram has recently introduced an employee referral program and company referral program
which focuses on incentivizing the company’s employees by bringing talent to the company.
Once employees cover their provision period, there is an incentive that the employee can refer
them to the company (question 5). Since transparency is their prime aim, they first inform all
their employees about the job posting to encourage internal hiring. Sometimes they open their
jobs internally only, sometimes for external employees only and sometimes for both. Question
12 was also covered under this heading Alkaram focuses on career fairs and campus drives to
universities where most of their talent comes from. They have been going to IBA, LUMS and
other well reputed universities from where most of their job applications come from.

7
4.2: Use Of Technology in Recruitment
Q8 covered this topic. Alkaram uses LinkedIn to post their active jobs available in the company.
They also use the company website to post their active jobs. Mainly, all the work is being
assessed by humans. They don't have an AI based model for now to scrutinize resumes.

4.3: Diversity & Inclusion

Q4,9 and 13 were asked to cover this aspect of our research. In order to ensure that employees
feel part of the organization and to create a culture where all employees blend-in well,
Alkaram’s recruitment department’s most important part that they check in the interview
process is behavioral fit. Questions are asked in a way to analyze If the employee would be
able to blend in well with other employees and the rest of the company. Employees are assessed
if they are filling the gap in the organization by adding value. One other thing they look for the
most is if the employee is adaptable or not. As mentioned by Izza, our respondent, “You know
they can adapt, but if there are certain behavioral flags that we get during the interview, then
those are things that we really put our foot down when we're hiring people.” (Question 4).

4.4: Evaluation Of Recruitment:

We didn't get any such information from them. The respondent was reluctant to give the insight
and details regarding this aspect of our research. Thus, we couldn't find any relevant
information about it.

4.5: Legal & Ethical Considerations:

Alkaram’s recruitment team ensures transparency at each and every step as told to us by Izza
at the start of the interview. She told us that if employees don't get clear about their role
description, then it becomes an issue, but this doesn't happen during the recruitment process,
instead this happens afterwards. Our respondent had joined Alkaram seven months back and
she never faced such an issue. (Question 14)

4.6: Challenges
Question 16 & 18 were covered under this subtopic.
Firstly, the screening process is the biggest hurdle at Alkaram. They have got a lot of
applications; people don't look at the job description they just apply for which makes this
process very time consuming. Choosing the best and relevant profile amongst tons of profiles
is a task. Another issue of commitment then arises, at times employees back off from their
commitments. The Recruitment department came up with backup options as a result. Secondly,
our respondent, Izza, told us that in the dynamic environment of Pakistan it's very difficult for
companies to plan. Political instability and economic conditions make it important for
companies to cut costs. Headhunting is very costly thus there is a dire need to cut costs due to
which they only outsource recruitment of selective jobs only.

5. Discussion:
A crucial component of organizational success is the recruitment environment, which shapes
the direction and culture of businesses. A rise in studies on recruitment in recent years indicates
how crucial it is becoming to draw in top people and improve hiring procedures. This paper

8
explores the insights gained from an interview with Alkaram's head of HR, providing insight
into the company's recruiting and recruitment practices, use of technology, inclusive and
diverse hiring programmes, legal issues, and obstacles.

5.1: Recruitment Process at Alkaram:

Alkaram's hiring strategy is based on its dedication to a seamless and value-based hiring
procedure. A pleasant applicant experience is emphasized by the organization through its use
of multiple channels for talent acquisition, emphasis on transparency, and cultural fit. The
utilization of interviews for ordinary and leadership positions highlights the significance of
personal evaluations in guaranteeing conformity with the company culture.
One notable move is the implementation of an employee referral programme, which uses
internal networks to draw in top talent. This ensures high-quality professionals that are the right
cultural fit for the organization (TalentLyft, 2021). However, concerns regarding scalability and
the possible influence on overall talent acquisition strategies are raised by the limited
outsourcing of senior jobs due to expense considerations. Although the company's emphasis on
openness is in line with best practices, more information about how it maintains diversity in
applicant pools would give a more comprehensive picture of its hiring process.

5.2: Use of Technology in Recruitment:

Alkaram's cautious attitude to technology in hiring is seen in the company's usage of
conventional platforms like LinkedIn and its own website for job advertising. Although these
platforms are useful instruments for outreach, the lack of an artificial intelligence (AI) system
for reviewing resumes indicates an affinity for human evaluation. This makes one wonder if
the company is ready to use cutting-edge technologies for data-driven and more effective hiring
procedures.
In a world where artificial intelligence (AI) is transforming the hiring process, Alkaram can
profit from investigating the ways in which technology might streamline the hiring process at
every level, from finding prospects to improving the overall experience of potential employees.
AI integration can increase productivity, simplify work, and offer insightful data on hiring
metrics (HR TECH, 2019).

5.3: Diversity & Inclusion:

Alkaram's emphasis on agility, behavioral fit, and the value that candidates bring to the
company is consistent with the values of inclusion and diversity. The attention placed
throughout the interview process on evaluating behavioral red flags and adaptability points to
a comprehensive review procedure for candidates. To improve comprehension of the
organization's dedication to fostering an inclusive workforce, more information regarding how
it guarantees diversity during the initial phases of hiring should be provided.
While behavioral fit is important, companies that want to be diverse should also think about
structured approaches to inclusive recruiting, diverse interview panels, and blind resume
assessment as a way to reduce bias. By sharing these tactics, Alkaram can improve its
reputation as a company that values inclusion and diversity.

9
5.4: Evaluation of Recruitment:
One major shortcoming in the findings is the absence of information about the assessment of
the hiring process. Continuous improvement depends on knowing how Alkaram assesses the
success of its recruitment tactics. Setting up key performance indicators (KPIs) and routinely
evaluating metrics like hire quality, cost per hire, and time to fill can give important insights
into the effectiveness and impact of the hiring process.
Organizations can find areas for process optimization, improvement, and alignment of hiring
strategies with future company objectives with the use of an efficient evaluation methodology
(icIms, 2022). Alkaram ought to contemplate instituting periodic evaluations and feedback
mechanisms to guarantee ongoing enhancement of its hiring procedures.

5.5: Legal & Ethical Considerations:

Ethical and legal issues are aligned with a focus on disclosure and maintaining transparency in
role descriptions after hiring. To get a more complete picture of Alkaram's dedication to moral
hiring procedures, further information about the company's compliance with laws against
discrimination and how it protects candidate privacy, were not provided as the respondent was
not aware. However, the respondent was assured that the process of hiring they had in place
met all legal and ethical guidelines.
Respecting the law and moral principles is not only required by law, but it's also essential for
fostering candidate trust and preserving a great employer brand (Yusko, 2017). To further
reaffirm its dedication to equitable and considerate hiring procedures, it is possible to draw
attention to Alkaram's clear adherence to these criteria.

5.6: Challenges:
The difficulties encountered during Alkaram's hiring process, with regard to the screening
procedure and commitment concerns, are typical obstacles encountered by businesses in the
fast-paced business world of today. The organization's capacity to respond to these issues is
demonstrated by its proactive approach to creating backup options. Furthermore, the external
difficulties associated with Pakistan's rapidly changing circumstances highlight the necessity
of strategic planning as well as adaptability in the face of political and economic uncertainty.
It needs both strategic insight and resilience to navigate obstacles. Alkaram's recognition of
these difficulties and its prompt action to resolve them demonstrate a dedication to ongoing
recruitment process enhancement.

6. Purpose:
The primary purpose of this report was fulfilled by providing a comprehensive understanding
of the challenges confronted by organizations, with a specific focus on the recruitment
landscape, as elucidated by the insights provided by Ms. Izza Khan, Head of Human Resource
Management (HRM) at Alkaram Studio, a prominent fashion retail brand in Pakistan. Through
an in-depth interview with Ms. Khan, we unraveled the intricacies of the contemporary
recruitment landscape within the context of a major player in the Pakistani business sector.

10
One key aspect of our purpose was to delve into the multifaceted challenges faced by
companies in the realm of recruitment, by drawing on Ms. Khan's expertise and experiences at
Alkaram Studio, we identified and analyzed the hurdles and complexities encountered in
attracting, selecting, and retaining top-tier talent. Understanding these challenges is crucial for
organizations to devise effective strategies that not only address immediate staffing needs but
also contribute to long-term human capital management.
Additionally, this report shed light on the diverse array of tools employed by organizations for
recruitment purposes. The evolving dynamics of the job market and the continuous
advancements in technology have given rise to a myriad of tools and platforms designed to
streamline the hiring process. By exploring the tools employed by Alkaram Studio and delving
into Ms. Khan's insights, a nuanced perspective is offered on the effectiveness and
appropriateness of various recruitment tools in the contemporary business environment.
Furthermore, the report traced the evolution of the recruitment process over time in Pakistan.
By understanding the historical context and the factors influencing change, we discerned the
shifts in recruitment methodologies, strategies, and the overall approach adopted by
organizations. Ms. Khan's experiences and observations at Alkaram Studio provided a valuable
lens through which we can examine the trajectory of recruitment practices and their adaptation
to the evolving needs of the Pakistani market.

7. Conclusion:
Alkaram’s employment and recruitment procedures are commendable for their internal referral
systems, cultural fit, and openness. There is room for growth, though, especially when it comes
to implementing innovation to make procedures more effective, strengthening diversity and
inclusion initiatives, and building an effective structure for assessing the efficacy of hiring. By
resolving these issues, Alkaram can strengthen its standing as a leader in luring and keeping
elite personnel while overcoming the difficulties present in the hiring process. In order to create
a work environment that not only draws in talent but also supports a varied and welcoming
organizational culture, it is imperative that recruitment procedures be continuously improved.
This will help the business achieve long-term success.

11
References
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https://www.bbc.co.uk/bitesize/guides/z3s9fcw/revision/4

Development, C. I. (2021, Aug 31). Recruitment factsheet. Retrieved from CIPD.org:

https://www.cipd.org/uk/knowledge/factsheets/recruitment-factsheet/

Forsey, C. (2023, Jan 6). Employer Branding: What It Is and How To Build It for Your Business.
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Gloss, D. (2018). What is Recruitment? Retrieved from Sage.com: https://www.sage.com/en-

ca/blog/glossary/what-is-recruitment/

Growth Faculty. (2022, Nov 16). 5 BIGGEST RECRUITMENT CHALLENGES IN 2023 AND HOW TO
OVERCOME THEM. Retrieved from LinkedIn: https://www.linkedin.com/pulse/5-biggest-
recruitment-challenges-2023-how-overcome-them-/

HR TECH. (2019, June). THE BENEFITS OF USING AI IN RECRUITMENT. Retrieved from talentadore:
https://talentadore.com/blog/the-benefits-of-using-ai-in-recruitment

icIms. (2022). Recruiting Metrics. Retrieved from icims.com:

https://www.icims.com/glossary/recruiting-metrics/

Mercer, M. (2020, Oct 28). Campus Recruitment: The Ultimate Guide to Hiring Quality Graduates.
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MRT. (2021, Sept). 15 Best Applicant Tracking Systems (ATS) For Modern Recruiting. Retrieved from
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for-modern-recruiting/

Pf HR. (2016). Sourcing. Retrieved from PeopleForce: https://peopleforce.io/hr-glossary/sourcing

Symonds, C. (2023, Nov). 9 Diversity and Inclusion Recruitment Best Practices. Retrieved from
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TalentLyft. (2021, Feb 9). What is Employee Referral? Retrieved from talentlyft.com:
https://www.talentlyft.com/en/resources/what-is-employee-referral

Vasave, S. (2021, August). Most Common Recruitment Challenges and How to Tackle Them. Retrieved
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Windley, D. (2021, Sept). Recruiting For Diversity: Four Steps To Success. Retrieved from Forbes:
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WorldEconomicForum. (2022, Dec 22). These are the flaws of AI in hiring and how to tackle them.
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Zojceska, A. (2018, Sept 14). Executive Recruiting: Tips for Recruiting Executives. Retrieved from
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recruiting-executives

13
Appendix
Interview Questions:
1. Can you provide an overview of your role and responsibilities within the HR department of
your company?
2. How long have you been with the company, and what's your experience in managing the
recruitment process?
3. Could you describe the company's culture and values and how they influence the recruitment
process?
4. What type of candidates do you typically look for to ensure they are a good cultural fit?
5. What role does internal hiring play in the recruitment processes of your company?
6. How do you create job descriptions and job postings? What key elements do you include?
7. Where do you typically advertise job openings to attract candidates?
8. Do you use AI or application tracking software to handle job postings and application?
9. What strategies do you use to attract diverse candidates?
10.Do you make use of employment agencies? If yes, how often do you outsource the
recruitment process?
11. How do you go about recruiting candidates for executive positions within the company?
12.How important do you think are campus recruitment drives? Does your company participate
in on-campus recruitment and career/job fairs in universities?
13.What role do you play in recruiting a more diverse workforce in your organization? How
do you encourage and aid differently abled personnel to apply for roles in your company?
14.Are there any legal considerations that you need to make during the recruiting process?
15.What other HR software or tools do you use to manage recruitment, and how have they
improved efficiency?
16.What are some common challenges your HR department faces during the recruitment
process, and how do you address them?
17.How have the processes adapted or evolved in response to changing circumstances, like
remote work trends or economic challenges?
18.Is there any additional information or insights you'd like to share about your company's
hiring process?
19.How do you envision the future of the company's recruitment process? Are there any trends
or technologies you expect to play a significant role?

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