Impact of digitalization on the attractiveness of employee recruitment and retention in Moroccan companies

Abstract

The relevant evolution of social networks and the expansion of digitalization has led to significant changes in the classical processes used by Moroccan companies in different fields such as marketing, human resources management, etc. This paper investigates the effects of digitalization on the attractiveness of Moroccan companies in terms of recruitment and safeguarding these constructs by using structural equation models according to the PLS approach. The study was carried out to touch 74 companies in different sectors. The study showed positive relationships between management support, digitalization, and recruitment performance (defined as the attractiveness of a company for recruitment and federalization of employees). The results show that the T-statistics are equal to 67.55, 6.862, and 5.941, respectively. The Q² value is 0.884 for scanning and 0.937 for performance, which means that the model is predictive in nature. The GoF is 1.388, which means that model is sufficiently large for the overall validity of the PLS model. While jobseeker behavior and competitive intensity did not affect recruitment performance because the test T-statistics is less than 1.64, the two factors have no moderating effect as the p-values are 0.228 and 0.082, respectively, exceeding the threshold of 0.05.

Elucidating the Impact of Electronic Word of Mouth to the Intention to Use Linkedin for Asean Jobseekers: Moderating Role of Gender

“…Recruitment is defined as "practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees" [1]. As technology emerges, the recruitment mode has shifted from conventional methods to e-recruitment [2], [3]. Tong and Sivanand (2005) describe e-recruitment to carry out, accelerate, or improve the recruiting process by utilizing information technology (IT).…”