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International Journal of Business and Management Tomorrow Vol. 2 No. 5

ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 1

Issues and Problems Faced by Organizations in

Recruitment;

A Case of Telecom Sector in Pakistan

Dr Shaukat Malik, Institute of Management Sciences, Bahauddin Zakariya University, Multan

Abdul Waheed, Institute of Management Sciences, Bahauddin Zakariya University, Multan

Sajid Tufail, Institute of Management Sciences, Bahauddin Zakariya University, Multan

Hashim Zameer, Institute of Management Sciences, Bahauddin Zakariya University, Multan Mehboob Hussain, Institute of Management Sciences, Bahauddin Zakariya University, Multan

Abstract Human resource department is very important for any organization. There are different objectives and roles

which HR department play, mainly selection of the employee, training of the employees, implementing the roles

and regulations, deciding salaries and all benefits packages related to the employees who working within the

organization. Recruitment is one of very critical and important decision taken by the Human resource

department. This paper helps to understand the issues and problems faced by organizations of Pakistan in

recruitment. This paper also identified that prejudice has its higher affect and considered as a major issue in

employee recruitment in Pakistan and selection standards is considered as a least affecting issue. Further, in

public sector, environment is major issues and in private sector again prejudice is considered as major issue of



recruitment. So, HR department will be able to hire right person for right job by resolving these issues and

problems of recruitment.

Keywords: Human Resource Department, Recruitment Problems, Telecom Sector

1. Introduction Recruitment is very crucial and important for any organization because it‟s very necessary for an organization to

select a right person for right job. The employees of the organizations directly effect on the performance of the

organization and its important decision like to select right person for right job on right time. When HRM

department will hire a suitable person for required vacancy then obviously that person will perform his/her task

and job obligation in more effective and efficient way. So, in the way of right recruitment or selection different

organizations face different issues and problems to hire a right person. our objective is to see these issues and

problems in the context of Pakistan. For that purpose, Telecom Sector of Pakistan is being selected. HR

managers are targeted as respondents. We know Human resource department is very important for any

organization. HR department was renamed from “personal department to “human resource department” during

the late 1970s and early 1980s. There are different objectives and roles which HR department play like its main

objective is to meet organizational needs of organizations. This department is responsible to play the responsibilities of the selection of the employee and to take interview and train the employees. Human Resource

Department is also liable to implementing the roles and laws, salary as well as the benefits packages of the

employees. According to one researcher, HR department also clarify & sets the goals for the company (Handy

1999). It is liable to organize the employee of the entire company and plans as well as objectives of people and

the company. The HR department is also very important because, it perform all activities related to the

employee like; it is responsible to manage the holidays offer, ending of the year incentives, salary increment,

awards, provision of flexible work hour and career development for the employee to provide better satisfaction.

Telecom sector of Pakistan is considered as a major service sector. This sector is considered more developed

sector in Pakistan. Telecom sector also contributed the significant amount in gross domestic product (GDP). The

number of subscriber is also increasing in each year. Furthermore, according to the Pakistan Telecom Authority

(PTA) the subscriber of this sector is exceeded up to 95 million. Telecom sector of Pakistan is growing in a fast way. According to survey the growth of cellular industry during last five year broke the all global records in

numbers of subscriber. There are five major telecom companies are working in the Pakistan like Ufone,

Mobilink, Telenor, Warid and Zong. Some other companies are also working like PTCL, world Call, Wateen

Telecom etc

The objectives to conduct this research are to find out the issues and problems faced by organizations in telecom

sector of Pakistan. Through making questionnaire and some interviews, primary data is collected and result

shows that interview, environment, reference, selection standard, prejudice as well culture are those issues and

problems which have affect and are issues of recruitment in Telecom sector of Pakistan. But among those, some

factors like prejudice is a major issue which affect while recruiting the employees.

Comparatively, if we analyze public sector and private sector then environment is an issues which is highly

affect in recruitment is public sector. And public sector needs to focus on this factor to control and to resolve

this issue as compare to other recruitment issues. The least issue which exists in public sector is reference which

is also issue but has least impact rather than interview, environment, selection standards, prejudice and culture.

Private sector and result shows that the higher issue is prejudice which is faced by private sector of Telecom

industry as compare to other factors like; interview, reference, selection standards, environment and culture.

Selection standards is least considered issues in private sector having less affect in recruitment as compare to

interview, environment, reference, culture as well as prejudice.

2. Literature Review HR department have vital importance in any organization. HR department is responsible all responsibilities

related to humans of the organization. According to researcher HRM practices shape firm performance through

three key channels; increase employees knowledge, skills, and abilities (KSAs), motivate employees to leverage their KSAs for the firm benefits and empower employees to do so (Huselid 1995). According to researcher

weather some practices have stronger affect rather than others and whether complementarities among such

practices can further enhance organization performance (Baird and Meshoulam 1988). HR department is

affected by different factors but if HR department is following the HR practices & policies then it may enhance

the value of organization like according to researcher HRM practices have a larger influence on the firm

performance rather than other well-researched factors such as the independence of a firm‟s board of directors

(Dalton, Daily et al. 1998). According to others researchers the HRM practices have great impact over the firm



performance than other well researched factors like CEO incentive compensation (Tosi, Werner et al. 2000).

There is great importance of right selection like according to researcher who discuss that right selection is the

set of activities used to obtain a sufficient number of the right people at the right time from the right places and

its purpose is to select those who is best meet the needs of the work place, and to develop and maintain a

qualified and adequate workforce though which an organization can fulfil its human resource plan (Briggs 2007).

2.1 Recruitment Problems According to different researcher the different issues and problem of recruitment are identifies like; reference

(Moran and Morgan 2003), , prejudice (Schmidt and Hunter 1998), recruitment timing (Rynes, HENEMAN III

et al. 1980), delays in recruitment (Rynes, HENEMAN III et al. 1980) invalid standards (Briggs 2007), environmental influence like; technology, social, economic demand, political (Briggs 2007), methods or sources

of recruitment (Basu 1994), unavailability of skills needed (Manchester 1998), lack of independencies,

increasing pressure from the applicant, sources of recruitment (Briggs 2007), culture (Segalla, Sauquet et al.

2001), skills and abilities are not directly observed (Moran and Morgan 2003), poor interview (Lunenburg

2010), unfamiliarity with job (Fry 2006), emphasis on negative information, personal biases, unfamiliarity with

job and hiring quotas are also recruitment problems (Fry 2006), , selection cost (Myrna L. Gusdorf 2009), ,

selection cost (Myrna L. Gusdorf 2009), selection cost (Myrna L. Gusdorf 2009), flexibility in recruiting process

(Im and Chee 2005) and premature decision (Fry 2006) etc. selection cost (Myrna L. Gusdorf 2009), flexibility

in recruiting process (Im and Chee 2005) and premature decision (Fry 2006) etc.

For this research certain variables are selected to check in the context of Pakistan context and among those

variable one is dependent variable which is recruitment and others are independent variables which are; reference (Moran and Morgan 2003), selection standards (Briggs 2007), environmental influence like;

technology, social, economical, political (Briggs 2007), culture (Segalla, Sauquet et al. 2001), interview and the

predictor of interview are; personal biases, emphasis on negative information, personality, free talk as well as

the premature decision.(Lunenburg 2010), prejudice (Schmidt and Hunter 1998), So, it is checked in context of

Pakistan that how these variables effect in recruitment of employee and which have greater effect over the

recruitment.

3. Methodologies For survey purpose the questionnaire are developed for primary data collection and secondary is collected by

studying different research journals, books and some other kind of literature.

3.1 Sample Size

The research sample is 130 of different human resource personnel in telecom sector. All questionnaires were distributed among HR managers and 110 sample size is selected for data analysis. The data will be collected

from 3 major cities of Pakistan like Lahore, Islamabad, and Multan. So, in telecom sector we visited different

head offices and regional offices Telecommunication companies of Pakistan given in Table-1.The questionnaire

is distributed in different managerial level like top level, middle level, lower level managers and some other

employee of Human resource department who are directly related to the recruitment process of the

organizations. Further, the objective to select the sample size of Human resource managers is to identify the

issues and problems which are being faced by the organizations of Pakistan at the time of recruitment in

Telecom sector.

Table: 1

Telecommunication Companies

O1 Pakistan Telecommunication Company Ltd (PTCL)

O2 Wateen Telecom, Pakistan

O3 World Call Telecommunication company

O4 Mobilink Jazz

O5 Telenor Pk

O6 Warid Telecommunication

O7 Zong Telecom

O8 U-Fone

3.2 Tools

5 point likert scale is used and questionnaire is divided into two sections. First section help to measure the basic information about the respondent and second section consist the perception of the respondent about our survey.

All questions in questionnaire assessed using the five point likert scale form strongly agree to strongly disagree.

Data is collected from different cities and different companies of telecom sector in Pakistan. Basically, for data

collection two sources are used in this research which is primary data and secondary data collection.



3.3 Primary Data

For primary data collection questionnaire is being used for survey purpose and some interviews of Human

resource managers are taken for the collection of primary data. Questionnaire is based on likert scale, ordinal

scale and some questions are base on nominal scales. Likert scale is based on strongly agree to strongly disagree

and for analysis purpose „1‟ is taken as strongly disagree and „5‟ is taken as a strongly agree in SPSS.

3.4 Secondary Data

For secondary source of data different articles, books, and other literatures is being studied.

3.5 Tests

For analysis purpose descriptive techniques are used to check frequency and demographic findings of the data

and further statistical tools is being used for further analysis like; Reliability test, AHP (Analytic Hierarchy

Process) test, and ANOVA post-hoc test. All these tools are being used for the purpose of analysis and getting

result of the research. Questionnaire is developed to collect data in different cities and mostly questions having

the 5-point likert scale some based on nominal and ordinal scales.

Table 2: Demographic Findings

3.6 Analysis

In this research, the basic objective is to identify the issues & problems faced by different organizations of

Pakistan in recruitment. It is also identified that which recruitment factor are most widely faced by Public/Semi

Govt. sector and Private sector of Telecom industry in Pakistan. Further, to get most appropriate and accurate

results the SPSS software, MS Excel software and Internet to global weights index for AHP (Analytic Hierarchy Process) test is being used. Research data is qualitative is nature but further for data analysis purpose, Different

statistical tools and tests are used which are following discussed with interpretation of each test in detail.

The above table of demographic factors including age, gender, qualification, managerial level and work

experience shows the ratio of different human resource managers who gave me responses. Above demographic

based table shows that from the sample of 110 respondents only 47 or 42.7% HR manager are those who have

20 to 25 year of age, 46.4% are HR managers who have 26 to 30 year of age and remaining 10.9% are those

who have more than 30 year of age.

The result shows that from the sample of 110 respondents 98 or 89.1% HR manager are those who are male and

10.9% or 12 are HR managers who female. This result shows that ratio of male respondents is higher than the

ratio of female respondents.

Table shows that from the sample of 110 respondents 52 or 47.3% HR manager are those who have master level

education, 38.2% are those HR managers who have bachelor level qualification and remaining 12.7% are those

who have any technical diploma. 1.8% are those respondents who have any kind of education. It‟s mean the

higher ratio of managers who gave response have master level of education.

AGE GENDER

Frequency Percentage Frequency Percentage

20-25 Year 47 42.7 Male 98 89.1

26-30 Year 51 46.4 Female 12 10.9

More than 30 year 12 10.9

Total 110 100.0 Total 110 100.0

QUALIFICATION MANAGERIAL LEVEL

Frequency Percentage Frequency Percentage

Master 52 47.3 Top Manager 15 13.6

Bachelors 42 38.2 Middle Level Mgr. 75 68.2

Diploma Holders 14 12.7 First Line Mgr. 20 18.2

Any other 2 1.8 Total 110 100.0

Total 110 100.0

WORK EXPERIENCE

Frequency Percentage

Less than 05 Year 2 1.8

05-10 Year 28 25.5

10-15 Year 66 60.0

More than 15 Year 14 12.7

Total 110 100.0



Above result shows that from the sample of 110 respondents 13.6% HR manager are those who have top level in

management, 68.2% respondents are those HR managers who have middle level in management and remaining

18.2% are those who are first line manager of human resource. It‟s mean the higher ratio of managers who gave

response have the middle level in management of different organizations of Pakistan.

Furthermore, the above result shows that from the sample of 110 respondents 2 or 1.8% HR manager are those

who have less than five year of experience, 25.5% respondents are those HR managers who have 5 to 10 year of

experience. Remaining 60.0% are those who have 10 to 15 year of experience in telecom industry. Lastly the

ratio of managers having more than 15 year of experience is 12.7%. It‟s mean the higher ratio of managers who

have gave higher response having the experience 10 to 15 year in telecom industry.

AHP test Results: Overall variables

AHP test result Plotting: TELECOM Sector of Pakistan

(Figure.1)

The result of above mentioned graphic shows which is draw by using the above table values. It described that

from question no 1-7 are that issues of the organizations which are majorly faced by the organizations and

companies need to more emphasis to control and these issues and problems are; obesity factor, race/gender

factor, free talk factor, ethnicity factor, religion factor, premature decision factor and social class factor which

affect on recruitment of an applicant. Further, the problems which are mentioned in above table and are in

between of question 8 to 21 shows that these are issues and problems which neither have higher affect nor lower

affect but have moderate affect over recruitment and these factor are; disability issues, personality issue or

factor, customer influence, political factor, pressure group influence, economical, beliefs factor, norms and

values factor, life style, employee of the organizations, reference, language, demographic factor and again

reference factor in suitable selection or recruitment of an applicant. Companies need to emphasize on these moderate problems but high need to control the issues which are in between 1-7 in the above Table.

Furthermore, the issues which more than 21st questions are those issues which are not highly affect on the

recruitment or we can say that these are not major issues of recruitment. These are those issues like; information

provision issues, biasness, selection standards issues as well as inadequate selection standards issues are those

issues which exist in the organization but these are not major issues and companies not need to highly

emphasize as compare to others but still need to control these issues. Simply, we have divided above graph into

three main phases one is high influenced issues, 2nd is moderate influenced issues and lastly lower influenced

issues and problems of recruitments.

AHP test Results: mainly independent variables

(Figure. 2)

The above result which is showed in figure 2 shows that the major issues which companies faced are prejudice

and moderately faced issues are culture, Interview, environment as well as reference. Lastly, selection standards

are not major issues or least issues which affect over the recruitment. So, companies need to emphasize on

major issues and problems of the companies to cope like prejudice. Remaining interview, environment, culture, and reference are also issues but these are not major issues as compare to prejudice and need moderately

emphasize. Further, among these variables selections standards is considered as a least affected issues in t sector

of Pakistan. But still companies need to emphasize on selection standard to cope this issues but higher need is to

emphasize on prejudice, interview, culture, environment and reference.

0 0.02 0.04 0.06 0.08 0.1 0.12

1

5

9

13

17

21

25

Telecom Sector

Telecom Sector

0 0.05 0.1 0.15 0.2 0.25 0.3

1

2

3

4

5

6

All Recruitment Factors

All Recruitment Factors



Comparative analysis of AHP: Public vs. Private

Public Sector of Pakistan

Private Sector of Pakistan

Sr. #, Factors Values Sr. #, Factors Values

1 Environment-Public 0.0403574 1 Prejudice-Private 0.074385

2 Prejudice-Public 0.0736836 2 Culture-Private 0.14634

3 Culture-Public 0.0768378 3 Interview-Private 0.169061

4 Interview-Public 0.0889988 4 Environment-Private 0.177895

5 Selection Standards-Publics 0.132711 5 Reference –Private 0.199262

6 Reference-Public 0.587412 6 Selection Standards-Private 0.233056

(Figure.3)

Above result of table and figure shows the comparative analysis of public/Semi Govt. and private sector of the

telecom industry. The result shows that the major issue in public sector is environment and private sector major

issue is prejudice and reference in public sector and selection standard in private sector are least issues faced by

both sector of telecom industry. Further, all issues and problems showed in graphically representation of both

public and private sector which are being faced by organizations. The issues reference in public sector and

selection standards in private sectors are those issues which are not major issues but still need to focus on them.

Because, when both sector try to control by focusing on these issues and problems then the companies shall able to reduce these problems of recruitments. If once, companies shall successful to control these issues & problems

then they will able to hire right person for right position which is core objective of Human Resource department.

It is only possible when companies will take serious actions to reduce these issues and problems. Specifically

those major issues which are highly faced by public and private sector of Telecom industry discussed above.

3.7 ANOVA-Post hoc Test

Post-hoc ANOVA test normally used or concerned to find the pattern or relationship in between different sub-

groups. This test is implemented on demographic factors. Further in ANOVA-post-hoc test least significance

difference (LSD) test is used to compare the means. By Fisher‟s LSD test we further compared the mean of one

group and the mean of another group. In short, LSD test allow multiple comparison in different groups which is

used in this research.

4. Conclusion and Recommendations It is identified that organizations of Pakistan faced different issues and problems at the time of recruitment. Among those issues, some are major issues which highly affect over the recruitment and some issues have less

affect as compare to others. It is also identified that prejudice is major issues which highly affect on the

recruitment and companies need to highly focus on prejudice to overcome this major issue. Further, selection

standard have its least affect over recruitment and not need to highly emphasize as compare to other recruitment

issues like; interview, environment, reference, prejudice, and culture.

Further, it is concluded that the issues & problems faced by private sector and public sector are different in

nature. For example, in public sector environment is major an issue and reference is a least affecting issue in

recruitment. In private sector the major issues is prejudice and least affecting issue is selection standard. So, if

we compare issues of both sectors then we came to know that the natures of issues are different in public and

private sectors of Telecom industry in Pakistan.

So, the organizations need to minimize these major issues & problems of recruitment and when recruitment

process will be clean from these issues or problems then HR managers will able to select an applicant who is

capable, deserving, efficient and most suitable for the position. It is only possible when organizations shall fully

concentrate to overcome these issues and problems of recruitment.

5. Recommendations Organizations should highly emphasize on major issues of recruitment identified in the research. We know it is

core objective of human resource department to hire right person for the right position and it is only possible

when organizations shall able to reduce these issues and problems of recruitment. Organizations should make

0 0.2 0.4 0.6 0.8

1

2

3

4

5

6

Private

Public



such kind of recruitment policies where the chances of these factors shall reduce or eliminate because it is very

necessary to reduce these recruitment issues to select right person for right job on right time.

Dr Shaukat Malik, Institute of Management Sciences,

Bahauddin Zakariya University, Multan,

Pakistan

Abdul Waheed, Institute of Management Sciences,

Bahauddin Zakariya University, Multan, Pakistan

Sajid Tufail, Institute of Management Sciences,

Bahauddin Zakariya University, Multan, Pakistan

Hashim Zameer, Institute of Management Sciences, Bahauddin Zakariya University, Multan,

Pakistan

Mehboob Hussain, Institute of Management Sciences, Bahauddin Zakariya University, Multan,

Pakistan

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