The problem with the current system of recruitment for Talent Seek is that it is extremely time to consume. The process takes so much time that most of the good and potential candidates get de-motivated and do not wait for the results and join any other firm. The delay in the recruitment process is because of the bureaucratic nature of work in which every decision is passed on through all the different tiers of the organization. As a consequence, other companies get the best available candidates and the clients of Talent Seek are left with the ordinary ones. The other problem is that there is a lot of redundancy in the recruitment process. For instance, the job description is forwarded to all the managers who have any direct or indirect link with the recruitment process. This is a major obstacle in the efficiency required for the process to work smoothly.
What the consultants’ group would strive to achieve is that it will try to change the overall method with which the work is done. What the group has analyzed is that the bureaucratic style of management has led to delay in the recruitment process. The company needs to change the structure of the organization from being excessively documented to being quick, proactive and ever looking for opportunities. The main challenge is to find new and innovative ways to improve the organizational communication channels.
Since the main purpose of Talent seeks is to facilitate the process of recruitments especially in public administrative organizations, it needs to be quick and efficient, something that is difficult to attain by the public sector, that’s why they hire the services of talent seek. But so far talent seek is the victim of the same problems which are faced by its customers i.e. the in-efficiency that arise due to the bureaucratic structure, for example, lots of paperwork, in-effective communication channels, lack of coordination and slow decision making.
The organizational culture at talent seek is also a cause for its ineffectiveness. The employees at the organization show lack of willingness to find out new ways of organizational communication. This is typical in bureaucratic organizations; people have no motivation to perform better and efficiently.