Constraints and Challenges

In real practice, it is always not easy to discover and choose a suitable candidate for a job opening. The recruiter's opinion of a communication medium (for example advertising in a trade journal read by the prospective candidate) cannot be appropriate. Some bright candidates can begin to view the vacancy as not in line along their current expectations (for example challenging work, excellent rewards, and flexible schedules and so on).

The most appropriate ones may not have been motivated to apply due to various other constraints like:.

• Poor image: If the image of a firm is apparent to be low (due to factors like operating in a declining industry, poor quality manufacture, earning a bad name because of environmental pollution, nepotism, insider trading allegations against promoters etc.), the probability of attracting a big number of qualified applicants is dropped.
• Unattractive job: If the job to be filled is not so much attractive, most prospective candidates can turn indifferent and cannot even apply. It is especially true in case of jobs that are boring, dull anxiety producing, devoid of career growth opportunities and usually do not reward performance in a proper way. (for example : jobs in departmental undertakings like Post , Railways and Telegraphs, public sector banks and Insurance companies failing to draw talent from premier management institutes.)
• Conservative internal policies: A policy of filling vacancies through internal promotions depend on seniority, job knowledge, experience etc. may frequently come in the way of finding for qualified hands in the broader job market in an unbiased way. Similarly, in firms where strong unions exist, managers can be compelled to pick up candidates with questionable merit, depend on issues like, race, caste, region, nepotism, religion friendship etc.
• Restricted budgetary support: Recruiting efforts need money. Sometimes because of restricted resources, organisations can not like to carry on the recruiting attempt for long periods of time. It can, ultimately, constrain a recruiter's efforts to draw the best person for the job.
• Restrictive policies of government: Governmental policies frequently come in the way of recruiting people as per the rules for company or on the basis of merit/seniority, etc. For instance, reservations for special groups (like scheduled tribes, scheduled castes, , physically handicapped ,backward classes, and disabled persons, ex-servicemen, etc.) ought to be observed as per Constitutional provisions when filling vacancies in government corporations, local bodies, undertakings departmental, quasi-government organisations, etc.