Literature Review
Literature Review
Human Resource Management
Tyler Davis
4/12/14
Abstract
The ever-changing world of recruitment will be discussed throughout this paper. Employee recruitment has changed in many ways for the passed few years. Technology and the changing attitudes of current and future employees, and job seekers, are major factors as to why employee-recruiting methods have been changing. Technology has not only changed the ways in which employers recruit, but also affected the attitudes that employees have during the recruiting process. Technology has also changed the communication process of recruitment in many ways, as well, growing the market and employee equity.
Employee Attitudes
Employee attitudes have changed since the growing job opportunities and technological environment. In many ways jobseekers have become more finicky. Job-hopping has become normal and more acceptable with growing opportunities throughout the job market with employees giving them more choices and more demands. With not only money on the table, as stated by Jennings in Hiring Generation X, “Salary increases of up to 25% are not unusual. In addition, signing bonuses have become de rigueur. Expect to offer up to 10% or more of a candidate 's annual income for low- to mid-level management positions and up to 20% for upper management. Companies offering stock options or employee stock ownership programs have great appeal” (Jennings), employers also have to suit future employees’ lifestyles. “[f]lexible schedules, shorter commuting distance, interesting work culture and prestige. Titles and other amenities, such as offices, in-house gyms and day-care centers, carry a lot of weight as well.” (Jennings).
Job-hopping has become easier, with competitors recruiting current employees of another firm for their firm. Borstoff, Marker and Bennett describe this in Online Recruitment: Attitudes and Behaviors of Job
Human Resource Management
Tyler Davis
4/12/14
Abstract
The ever-changing world of recruitment will be discussed throughout this paper. Employee recruitment has changed in many ways for the passed few years. Technology and the changing attitudes of current and future employees, and job seekers, are major factors as to why employee-recruiting methods have been changing. Technology has not only changed the ways in which employers recruit, but also affected the attitudes that employees have during the recruiting process. Technology has also changed the communication process of recruitment in many ways, as well, growing the market and employee equity.
Employee Attitudes
Employee attitudes have changed since the growing job opportunities and technological environment. In many ways jobseekers have become more finicky. Job-hopping has become normal and more acceptable with growing opportunities throughout the job market with employees giving them more choices and more demands. With not only money on the table, as stated by Jennings in Hiring Generation X, “Salary increases of up to 25% are not unusual. In addition, signing bonuses have become de rigueur. Expect to offer up to 10% or more of a candidate 's annual income for low- to mid-level management positions and up to 20% for upper management. Companies offering stock options or employee stock ownership programs have great appeal” (Jennings), employers also have to suit future employees’ lifestyles. “[f]lexible schedules, shorter commuting distance, interesting work culture and prestige. Titles and other amenities, such as offices, in-house gyms and day-care centers, carry a lot of weight as well.” (Jennings).
Job-hopping has become easier, with competitors recruiting current employees of another firm for their firm. Borstoff, Marker and Bennett describe this in Online Recruitment: Attitudes and Behaviors of Job
Cited: Jennings, A. (). Hiring Generation X. Journal of Accountancy, 189. C. Borstorff, Michael B. Marker, Doris S. Bennett,. (). ONLINE RECRUITMENT: ATTITUDES AND BEHAVIORS OF JOB SEEKERS. Journal of Strategic E-Commerce, 5. A. Clark, Sherry J. Roberts. (). Employer’s Use of Social Networking Sites: A Socially Irresponsible Practice. Journal of Business Ethics, . Van Hoye, Filip Lievens. (). Investigating Web-Based Recruitment Sources: Employee testimonials vs word-of-mouse. Department of Personnel Management, Work and Organizational Psychology, . Holm, A. (). E-Recruiting: Auf dem Weg zu einem ubiquitären Rekrutierungsprozess und integriertem Bewerber-Beziehungsmanagement.. ,