Understanding the Factors Influencing the Take-Off of Online Freelancing in Sri Lanka

Perampalam, Suthaharan; Galpaya, Helani; Senanayake, Laleema

doi:10.2139/ssrn.3097564

Cited by 3 publications

(1 citation statement)

References 4 publications

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“…The competition for exceptional talent is fierce, and they typically not always on the lookout for job opportunities at least actively (Mahony, 2019;Kireru, 2019). Some of these exceptional talents too already are engaged in freelancing and private practice (Perampalam et al, 2017;Schwartz, 2018), some calibers of professionals are social media savvy; others are no, and not be easily visible for opportunities. While the professionals typically talk and engage with each other and share information around compensation and benefits; therefore, the firms are not always this cooperative as they compete for the scare talents (Chunyan et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Attracting and recruiting quality talent: firm perspectives

Adeosun

Ohiani

2020

RAMJ

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Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country. Design/methodology/approach This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour. Findings The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents. Originality/value Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.

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Section: Introductionmentioning

confidence: 99%