Recruitment & Retention Methods

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Thesis Statement: Recruitment and retention are fundamental processes within and organization. Organizations must study, analyze and adopt new methods of recruitment and retention to enhance the productivity of the organization.

1. Effective recruitment is the building block of an organization so methods of recruitment, how methods change with time and issues need to be frequently reassessed.

A. Retention of productive employees benefits the organization and the employees

i. Proven methods to enhance and increase retention

ii. How methods have changed

iii. Issues

2. In order to Manage employees and implement recruitment and retention methods there needs to be a HR Specialist that is skilled and has expertise in specific HR Areas like recruitment.

A. HR Specialist

i. Skilled individual in staffing and recruitment, benefits, compensation, training, and development.

ii. These HR Specialist are to have a deep understanding of the different and complex areas of HR management. Talent retention and development is a major concern in every company.

ii. The cost to hire, train, onboard and develop an employee is only beneficial if it is retained for the company to reap the rewards of it invested effort in the employee. Doing these things are very costly and when there is a retention problem it causes a ripple effect of issues within the company and production.

iv. HR Specialist presence is linked to the higher organizational performance and its profitability.

v. Trained individuals that require constant certification upkeep as well as constant research in methods like using the resources like the SAGE Journals. (Journal of Leadership and Organizational Studies)

3. The Various methods of Recruitment in the 21st century and how they work in acquiring skilled and talented employees.

A. Crowd sourcing, social networking, distance interviewing and skype

i. Crown Sourcing-enlisting services of a large number of individuals usually via the internet

ii. Social networking-Use of social media platforms to make connections and discover new talent

iii. Distance Interviewing-Becomes beneficial in the new virtual office model companies are adopting as well as savings resources by doing so

iv. Skype or Teams-platforms that make the distance interviewing and remote work possible

B. Recruitment took place even in Biblical times.

i. In Matthew 4:19 it reads, “Come, follow me,” Jesus said, “and I will send you out to fish for people.” (Holy Bible)

ii. Jesus looked for the proper people to spread his word. He knew where their hearts were, what changes he could create in them and used to them to minister to others.

4. Retention methods

A. Constantly Engage with Employees (Strategy & Employee Retention in the 21st Century)

i. Largest complaint is employees not feeling appreciated or that there is a lack of communication.

ii. Two crucial factors as to whether an employee will stay with the company or leave include the perceived desirability of movement, and perceived ease of movement.

iii. Just an Annual Review no longer suffices as some of the feedback maybe negative and causes a decrease in productivity from the employee

1. Constant Engagement should include progress check ins will create a more positive mindset

2. Correct issues as they arise therefore minimizing constant corrections

3. Allowing the employee to feel like they are a part of something larger and a common goal.

B. Shift from Customer Centric to Employee Centric

i. Many companies allocate most resources to focus on their customers and customer service

1. Employees should be valued just as much as you would value a customer

2. This is validated with trust, engagement, and face to face feedback (less documentation and more interactions). Also known as the Agile Method.

3. Provide employees with extra perks and benefits to enhance their engagement.

ii. Employee training programs should focus on leaning agility. Focusing on training the employees in several different areas in the workplace.

C. Hiring the right people to fit your company’s culture

i. This is accomplished by having the right individuals in HR who understand the company’s goals, needs and expectations as well as the skills needed to perform the positions.

ii. Globalization has created the need for hiring individuals that are adaptable to organizational changes so they can accommodate for growth. Growth can be triggered by automation or project management and reporting.

iii. The constant engagement with employees over operational changes will equip them to help create efficiency in each task implemented. Change can create uncertainty so engagement and participation is necessary.

References:

Brandt, T., & Suonpää, M. (2020). Role of human capital in growth

Enterprises in Finland: Recruiting and retaining talent. Journal of Finnish Studies, 23 (2), 193

Ceballos, Joey. “Strategy & Employee Retention in the 21st Century.” HR Exchange, 23 June 2019, www.hrxstaffing.com/post/10-tips-to-ace-your-next-interview.

Gravett, L., & Caldwell, S.A. (2016). Learning agility: The impact on recruitment and retention. Palgrave Macillan. https://doi.org/10.1057/978-1-137-59965-0

Griffeth, R. W., Allen D. G., & Hom, P. W. (2019). Employee retention and turnover: Why employees stay or leave. Taylor and Francis. https://doi.org/10.4324/97813115145587

Jackson, J. H., Mathis, R. L., Valentine, S. R., & Meglich, P. A. (2020). Page 629. In Human resource management. essay, Cengage Learning.

McMahon, C. J., & Bernard, C.J. (2019). STORM CLOUDS ON THE

HORIZON: Challenges and Reccommendations for Military Recruiting and Retention: Naval War College Review, 72(3), 84-100.https://ezproxy.liberty.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly2%Faccountid%3D12085

O’Meara, Dr. Bernard, and Dr. Stanley Petzall. “The Handbook of STRATEGIC Recruitment and Selection, a Systems Approach.” The Handbook of Strategic Recruitment and Selection, A Systems Approach | Emerald Publishing, 12 Dec. 2013, www.emeraldgrouppublishing.com/archived/products/books/notable/page.htm%3Fid%3D9781780528106.

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