Common constraint and challenges faced by Recruiters:

1. Strategic and HR Plans:

Strategic plans point out the direction of the firm and suggest the
types of tasks and jobs need to be undertaken
The HR plans outlines which jobs need to be filled by recruiting outside
the firm and which are to be filled internally.
Internal placements are much less costly and time consuming than
external although the available pool of recruits is limited.
In short HR plans enable recruiters to place the organizations overall
hiring needs in perspective.
2. EEO Legislation and Affirmative Action Plans:
EEO Legislation prohibits discrimination in all phases of employment,
including recruitment.
Recruitment only at particular institution can include member of
protected classes. Although it is not wrong but when the result occurs,
the employer may be guilty of discrimination because its recruiting
policies have a disparate impact on protected classes.
If an imbalance already exists among protected classes, such as
underutilization or concentration of one type of worker, most employer
respond with an affirmative action plan
Recruitment is then used to achieve the goals of affirmative action plan
constraining the option available to recruiter.
3. Recruiter Habits:
Recruiters past success can lead to certain habits.
Admittedly, habit can eliminate time consuming decisions that yield
the same answers but habit may also continue past and avoid more
effective alternatives.
Recruiter must guard against self-imposed constraints in the form of
habits, especially since more than 40% never receive training from
their companies.
4. Environmental Conditions:
External conditions strongly influence recruitment.
Environment includes unemployment rate, spot shortages in specific
skills, labor laws and recruiting activities of other employers all affect
recruiters effort.
Although these conditions are considered in HR Planning, but economic
environment can change quickly after plan is finalized.
1- Leading economic indicators
2- Predicted versus actual volume of business
3- Want-ads index
5. Job Requirement:
Find the best and most experienced applicant you can is a constraint
that imposed on recruiter, this demand seems reasonable however this
seemingly innocent request has several potential problems.

 If experience is requirement of job, then people with greater

experience usually require a high salary.
It also becomes difficult to analyze, when for some people in some
jobs, ten years of experience is another way of saying One year
experience repeated ten times.
6. Cost:
The cost of identifying and attracting recruits is an ever-present
limitation.
7. Incentives:
Incentives from other employers may tend to create difficulty for
recruiters.
8. Organizational Policies:
At times, policies can be constraints
(a): Compensation Policies
(b): Employment Status Policies
(c): Promote from within Policies