Attracting and recruiting quality talent: firm perspectives

Author:

Adeosun Oluyemi Theophilus,OHIANI Adeku Salihu

Abstract

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.

Publisher

Emerald

Subject

General Medicine

Reference79 articles.

1. Unemployment and output growth: evidence from upper middle-income countries in Sub-Saharan Africa;American Economic and Social Review,2018

2. Toward an understanding of equity;The Journal of Abnormal and Social Psychology,1963

3. Corporate social responsibility as a recruitment strategy by organisations;International Review of Management and Business Research,2013

4. Adewale, O.P. (2018), “Value added tax (vat) and economic development of nigeria: a case study of Lagos state metropolis”, doctoral dissertation, department of accounting, faculty of management science, National Open University of Nigeria.

5. The role of commission-based pay on employee retention in the Ghanaian banking industry: the case of GCB bank limited;Africa’s Public Service Delivery and Performance Review,2018

Cited by 13 articles. 订阅此论文施引文献 订阅此论文施引文献,注册后可以免费订阅5篇论文的施引文献,订阅后可以查看论文全部施引文献

1. Innovative Recruitment Channels;Advances in Human Resources Management and Organizational Development;2024-06-03

2. Captivating Talent Through Eco-Friendly Practices;Advances in Human Resources Management and Organizational Development;2024-06-03

3. COVID-19 pandemic and remote working: Toward a new way of working;Linking Neuroscience and Behavior in COVID-19;2024

4. The Role of Perception in Recruitment Processes;Advances in Human Resources Management and Organizational Development;2023-10-30

5. Enhancing diversity and reducing bias in recruitment through AI: a review of strategies and challenges;Информатика. Экономика. Управление - Informatics. Economics. Management;2023-10-18

同舟云学术

1.学者识别学者识别

2.学术分析学术分析

3.人才评估人才评估

"同舟云学术"是以全球学者为主线,采集、加工和组织学术论文而形成的新型学术文献查询和分析系统,可以对全球学者进行文献检索和人才价值评估。用户可以通过关注某些学科领域的顶尖人物而持续追踪该领域的学科进展和研究前沿。经过近期的数据扩容,当前同舟云学术共收录了国内外主流学术期刊6万余种,收集的期刊论文及会议论文总量共计约1.5亿篇,并以每天添加12000余篇中外论文的速度递增。我们也可以为用户提供个性化、定制化的学者数据。欢迎来电咨询!咨询电话:010-8811{复制后删除}0370

www.globalauthorid.com

TOP

Copyright © 2019-2024 北京同舟云网络信息技术有限公司
京公网安备11010802033243号  京ICP备18003416号-3