Employee recruitment technologies as a human capital management tool

Abstract

Introduction. Taking into account the need of companies to increase their efficiency and competitiveness, the study of modern technologies of recruiting employees acquires significant relevance. Recruiting has become more popular with the advent of new digital technologies and applications that have made it more complex through the use of specialized tools and modern approaches. The quality of personnel selection determines the future effective economic activity of the company and lays the foundation for its development. Purpose. Study of employee recruiting technologies, their comparison, determination of their success and impact on the development of human capital management. Method (methodology). The methods of analysis, synthesis, comparison, substantiation, statistical analysis, abstract-logical, graphical and tabular analysis were used in the process of work. Results. As a result of the research, the work analyzed trends in the level of vacancies in the EU and Ukraine, compared external and internal recruitment technologies, their success and impact on the development of human capital management. It is proposed to consider the recruitment of employees as a tool for the development of the company's human capital management, which, unlike the recruitment of personnel, which is a normal process, performs a strategic function of human resources management, which aims to attract, evaluate and select potential employees in order to achieve the company's business goals. It has been established that the job market in the EU and Ukraine have similar shrinking tendencies, which differ only in the intensity of the processes. Thus, almost half of all vacancies in Ukraine are vacancies in Kyiv, a fifth are vacancies in Lviv and abroad, and foreign vacancies have positive growth dynamics, in contrast to the opposite dynamics in Ukraine. A comparison of external and internal recruitment technologies was made. It is shown that internal recruiting contributes to the development of the company's human capital, because it uses its internal potential and retains talented employees. Among the external recruiting technologies, the most famous are headhunting, outstaffing and outsourcing. Of the listed technologies, only headhunting contributes to the development of personnel management due to the segregation of highly qualified specialists from other companies. Outstaffing and outsourcing have either a neutral or a negative impact on staff development.