Literature on Recruitment Essay

1.Ours and Ridder (1992) introduced a novel method to test the hypothesis that firms depend back-to-backly based (in which appli posteriorts are screened as they show up) on the relationship between the number of (rejected) avocation applicants and the number of employees hired. The author used data compiled from fill vacancies for the Netherlands. Different types of bet methods were distinguished. The results implied that when firms use advertising, private or 76 public employment agencies, which together cover about 45 per cent of filled vacancies, sequential wait is rejected. For about 55 per cent of filled vacancies however, sequential search cannot be rejected. In line with theoretical conside rations, when firms use search methods that affirm on social networks, sequential search cannot be rejected.2. Gorter, Nijkamp, and Rietveld, (1993) surveyed the Dutch labor grocery store for recruitment channels and its impact on the vacancy duration. The authors appoint that lab or market segmentation plays an important role in the choice of the recruitment channels in particular, advertising appears to maximize the difference between anticipate costs and expected benefits when the vacancy concerned belongs to the primary segment of the labor market, while when it belongs to the secondary segment the preferred recruitment channel seems to be the labor exchange office. By using a piece-wise constant hazard rate, they argued that from the depth psychology of the time pattern of the hazard rate one may conclude that when advertising is used employers search non-sequentially, while if the in dinner dress channel is used employers tend to search sequentially.3. While Gorter and Ommeren (1994) pushed the analysis one step further. The authors concluded that two main recruitment strategies can be identified a sequential use of search channels, in which the first search channel chosen is usually the at large(p) channel, and additional search channels are activate d one after the other and an adding to the pool strategy in which the first search channel chosen is basically advertizing and later one or more search channels are activated in order to enrich the pool of available applicants.4. Redman and Mathews (1995) used eleven hundred cases to examine the effectiveness of recruitment advertisements. Findings showed that, in 1980s there was an increase in public sector recruitment advertising (from 20.8 per cent to 37.8 per cent) and a corresponding decrease in private sector (from 79.2 per cent to 62.2 per cent) over the decade. At the same time the authors mentioned two main problems of recruitment advertisement designers. First, with the give in labour market in 1993, there was a need for limited and selective response from those readily available skills in order to understate time and cost consumed by screening, short-listing and selection. Second, despite the general over supply of the labour market, skill shortages remained a problem in number of areas.5. Mencken & Winfield (1998) had explored the advantages and disadvantages of informal and formal recruiting practices in external labour markets. The data was analysed from 1981 Metropolitan Employer-Worker Survey (MEWS). Based on random-digit-dial telephone survey of 2,713 adults, the authors had constructed seven dichotomous dependent variables. The author found that cost made employment agencies less attractive to hiring managers for whom quality rather than volume was the primary concern.6. Carroll, Marchington, Earnshaw and Taylor (1999) in their study on recruitment in comminuted firms, aimed to find out how practices in small firms compare with the perspective textbook procedures whether those were seen by small firms as appropriate to their needs the recruitment problems small firms faced, and what strategies they had take to overcome them.7. Kinder (2000) examined a new model for decomposing e-commerce. The paper suggested that use of the Internet in recruitment processes is likely to change the interface between internal and external labor markets for many firms. The paper predicted that the conceptions behind current enquiry programs in labor market theory may require rethinking in the Internet era.8. Weiss and Barbeite (2001) cerebrate on reactions to Internet-based job sites. To this end, they developed a web-based survey that addressed the importance of job site features, privacy issues, and demographics. They found that the Internet was clearly preferred as a source of finding jobs. In particular, respondents liked job sites that had few features and required little in the flesh(predicate) selective information. Yet, older workers and women felt less comfortable disclosing personal information at job sites. Men and women did not differ in terms of preference for web site features, but women were less comfortable providing information online.9. A study by Lockyer and Scholarios (2004) on selecting hotel staff, considered the nature of best practice for recruitment and selection. Data from Scottish hotels indicated a reliance on 79 informal methods, particularly in smaller hotels. In larger and chain hotels, structured procedures, including references, application forms and panel interviews, were evident, but, these methods were inadequate for dealing with recruitment and quality problems.10. A research carried by Henkens, Remery and Schippers (2005) on recruiting personnel in a tight labour market aimed to analyse the instruments employers used to contact with potential workers and to find out, to what extent employers rely on traditional means like advertisement in the news paper or do they behave more actively using military personnel wide web, visiting job fares etc.11. A study conducted by Rafaeli, Hadomi, and Simons (2005) involved a plant located in Israel and focused on collar recruitment methods employee referrals, geographically focused ads (i.e., the local newspaper), and geographically unfocused ads (i.e., a national newspaper). They found that referrals generated more applicants, more hires, and a higher yield ratio (hires/applicants) than geographically focused ads which, in turn, outperformed unfocused ads on these three criteria.12. A study conducted by Chand and Katou (2007) on the impact of HRM practices on organizational performance in the Indian hotel industry, investigated the affect of HRM systems on organizational performance in the hotel industry in India. A total of 439 hotels, ranging from three-star to five-star deluxe, responded to a self-administered questionnaire that measure 27 HRM practices. Factor analysis was performed to identify HRM systems, and correlation analysis was used to test the relation between HRM systems and organizational performance. The results indicated that hotel performance is positively related to HRM 80 systems of recruitment and selection, manpower planning, job designs, training and development, quality circles, and pa y systems.13. Breaugh (2008) had discussed employee recruitment and its important areas for future research, where he had reviewed research on recruitment topics that have received considerable attention (e.g., recruitment methods, realistic job previews). He had also addressed topics (e.g., targeted recruitment, the site visit) that have received relatively little attention but that have the potential to be quite important. The author suggested that, before making decisions concerning recruitment issues as what recruitment methods to use, an organization should thoughtfully establish its recruitment objectives.