Employee recruitment: Current knowledge and important areas for future research

Breaugh, James A.

doi:10.1016/j.hrmr.2008.07.003

Cited by 291 publications

(282 citation statements)

References 61 publications

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“…Although over the last forty years research on employee recruitment has increased dramatically (Breaugh 2008), a review of the literature indicates that little research has been done exploring these issues when hiring new graduates. For example, Hesketh (2000) uses data on 372 British employers who recruited graduates during December 1997.…”

Section: Literature Reviewmentioning

confidence: 99%

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

Velasco

2012

Journal of Business Economics and Management

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Abstract. There is a common belief among university students that they have to study hard attempting to earn high grades because employers are targeting graduates with outstanding academic records. However, this idea does not seem to capture what is actually happening in organizations, as firms value more aspects related with personality and other personal qualities of young graduates. We present a case study of the hiring process of recent university graduates to test these hypotheses. The methodology used follows a twostage approach. Principal component analysis allows us to identify first key categories of skills and attributes that influence the selection process. Then, using econometric analysis, a matrix classifies them according to employer size and type, degree, position and industry. The results show that soft skills (personality and other qualities) are the most required attributes in the selection process. Good academic records only matter in the public sector.

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Section: Literature Reviewmentioning

confidence: 99%

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

Velasco

2012

Journal of Business Economics and Management

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“…This can be divided into internal and external recruitment. Internal recruitment refers to the recruitment of employees who are currently employed in different positions within an organisation, whereas external recruitment refers to targeting employees currently outside an organisation (Breaugh, 2008;Hughes & Rog, 2008;Stahl et al, 2010). One could assume that internal recruitment is one of the best ways to fill vacancies as employees are already immersed in the company culture, and management knows how a certain employee performs.…”

Section: Research Purposementioning

confidence: 99%

“…Of course, this requires a specific capability in identifying potentially suitable and adequately qualified candidates and then doing the selection of the most suitable potential candidates (Pynes, 2013). It is only after these steps that the position and conditions must be attractive enough to persuade the potential candidate to apply for the position and to maintain their interest in the position until such a time that an acceptable offer is extended and accepted (Barker, Barker, Bornmann & Neher, 2009;Breaugh, 2008).…”

Section: Research Purposementioning

confidence: 99%

“…However, identifying and attracting the right candidates is very difficult and can become a logistical nightmare (Sinha & Thaly, 2013). Less than a decade ago, candidate sourcing was still focused predominantly on more formal research practices, such as job advertisements, employers' websites and job boards, with little or no focus on social media (Breaugh, 2008). Until recently, recruitment advertising in national and local newspapers, in trade journals and on organisations' own career sites on corporate websites were seen as the main tools used to attract candidates.…”

Section: Research Purposementioning

confidence: 99%

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The impact of social media on recruitment: Are you LinkedIn?

Koch

Gerber

Klerk

2018

SA j. hum. resour. manag.

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Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

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“…In context of external recruitment, Breaugh (2008) stated that the manner in which the employer recruits is important for two reasons. Firstly if an employer does a poor job of recruiting, it may not bring vacancies to the attention of the type of applicants it wants to recruit.…”

Section: Introductionmentioning

confidence: 99%

Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

Kaur

Dubey

2014

Business: Theory and Practice

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Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and information about the job and organizational attributes. Social media too has become increasingly important medium where the current employees’ share how it is to work with the organization However research on web based recruitment is limited to company websites. Despite the widespread growth and practical use of these new and innovative media very little is known about how these independent sites influence recruitment pre hire outcomes. In this direction the proposed study presents a conceptual framework about how job seekers perceive company independent websites as a tool for providing recruitment communication and their impact on organizational attractiveness using Information Realism, Person-Environment fit framework, Source Credibility framework.

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Employee recruitment: Current knowledge and important areas for future research

Cited by 291 publications

References 61 publications

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

The impact of social media on recruitment: Are you LinkedIn?

Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

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