Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 5

trends, optimize their processes, and make more informed hiring decisions. 4. Collaborating with hiring managers: Collaboration between recruiters and hiring managers can help ensure that the recruitment process is aligned with the company's needs and goals. 5. Inclusive hiring practices: Adopting inclusive hiring practices can help recruiters attract a diverse range of candidates and ensure that their hiring processes are fair and bias-free. Overall, the recruitment market in the last two years has been impacted by the COVID-19 pandemic, and recruiters are facing challenges related to attracting and retaining top talent, managing large volumes of applications, ensuring diversity and inclusion, and adapting to new technologies. To overcome these challenges, recruiters are using strategies such as employer branding, candidate relationship manage- ment, data-driven recruitment, collaboration with hiring managers, and inclusive hiring practices. II. R eview of L iterature Recruitment is the process of finding and attracting qualified candidates for job openings. It typically involves various stages, such as job posting, sourcing, screening, interviewing, and selecting candidates. Recruitment may be done in-house by a company's HR team or outsourced to external recruiters or staffing agencies. The goal of recruitment is to find the best fit for the position and the organization, taking into account factors such as skills, experience, qualifications, culture fit, and diversity. Effective recruitment strategies involve understanding the needs of the organization and the job, as well as the preferences and motivations of different categories of candidates. • According to a study published in the Journal of Business and Psychology, one of the biggest challenges facing recruiters is identifying and selecting the best candidates from a large pool of applicants. This challenge is exacerbated by the fact that many candidates may not fully represent themselves in their application materials, making it difficult to assess their true qualifications and fit for the position (Johnson & Sackett, 2019). • In a study published in the Journal of Applied Psychology, researchers found that recruiters often struggle with identifying and overcoming unconscious biases in their hiring processes. These biases can result in discrimination against certain groups of candidates and may also limit the pool of potential candidates (Dovidio et al., 2019). • A study published in the Journal of Occupational and Organizational Psychology found that recruiters often face challenges related to managing the recruitment process effectively, such as coordinating with hiring managers and scheduling interviews. These challenges can lead to delays in the recruitment process and may result in losing top candidates to competing job offers (Lievens et al., 2019). • According to a study published in the Journal of Business and Psychology, another challenge facing recruiters is keeping up with the changing landscape of recruitment technology. With the proliferation of new tools and platforms, recruiters may struggle to identify which ones are most effective for their needs and how to integrate them into their existing processes (Schmit et al., 2018). A study published in the Journal of Business and Psychology found that job seekers place a high value on job characteristics such as pay, benefits, and job security. They also place a high value on job characteristics related to work-life balance, such as flexible work arrangements and supportive management (Sturman et al., 2019). According to a study published in the Journal of Vocational Behavior, job seekers are increasingly interested in organizational culture and values, and they seek out organizations that align with their own values and beliefs. This is especially true for younger job seekers, who tend to prioritize social responsibility and environmental sustainability (Briscoe et al., 2019). In a study published in the Journal of Applied Psychology, researchers found that job seekers place a high value on the reputation of the organization they are applying to, as well as the perceived fit between themselves and the organization. Job seekers are more likely to accept a job offer from an organization with a positive reputation and that aligns with their values and preferences (Cable et al., 2019). A study published in the Journal of Organizational Behavior found that job seekers place a high value on opportunities for career development and growth. They seek out organizations that offer training, mentoring, and career advancement opportunities (Hmieleski & Ensley, 2019). It is also important to understand the future of recruitment. Here are some of the important highlights found so far. • According to Schramm and Wischniewski (2020), emerging trends such as artificial intelligence, virtual reality, and the gig economy are expected to significantly impact recruitment in the near future. • De Cuyper et al. (2019) argue that recruitment and selection practices will need to become more flexible and adaptable to keep pace with changing labor market trends and technological developments. • Kiran et al. (2021) discuss the growing role of social media in recruitment and suggest that social media Breaking Through the Recruitment Barrier: Key Challenges and Proven Strategies for Hiring Managers 48 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals