This paper analyzes the critical functions of recruitment and retention carried out by most Human Resources departments. It provides an overview of the importance of recruitment and retention, and it examines common practices by successful businesses seeking the best and most competitive talent for their respective organizations. This includes a consideration of the reasons employees leave companies, along with proposed solutions to this persistent problem.
The paper concludes that recruitment and retention play a key role in modern Human Resources departments. It finds that applying successful recruitment and retention practices is an essential aspect of building and consolidating a competitive business. The paper recommends that Human Resources departments dedicate a portion of their time to studying and drawing appropriate conclusions from successful case studies.
Two of the most relevant functions of Human Resources departments are recruiting and retaining quality employees with skills suited to their particular area of work. Competition for skilled employees is fierce, particularly when the desired skill is highly specialized. As technology and social networking begins to play a greater role in the recruitment process for firms, Human Resources departments need to develop solid strategies for their company to attract the most highly skilled employees and differentiate themselves from the competition. Businesses have used various strategies for recruitment since the dawn of capitalism, but the economic climate of the 21st century calls for evaluating the effectiveness of these tactics and developing new approaches suited for the times. However, viable retention strategies must parallel recruitment in order to promote employee efficiency, long-term experience, and dependability. Companies cannot specialize in recruitment without also paying close attention to retention, and Human Resources departments are generally equipped to handle these difficult tasks. Ultimately, employees must feel a sense of ownership and pride in their work in order to fully commit themselves to the company’s mission. Without these important elements, turnover increases and the average skill level of employees decreases resulting in a loss of productivity and profit. Thus, retention strategies are vitally important for companies to study and adapt to the conditions of the 21st century. This research paper examines recruitment and retention strategies, conceptually, and demonstrates the viability of these strategies by looking at some successful cases. The aim of the paper is to provide comprehensive and practical advice to acquire and retain employees, analyze why workers leave, and show the best Human Resources practices in leading companies that attract and retain quality employees.
Recruitment for Retention
Definition and importance of the recruitment process in the organization Recruitment of skilled and motivated employees occupies a central position in most successful companies. Chron, an online resource for small businesses by Hearst Newspapers, views recruitment and selection as two sides of the same process in their definition. According to this definition, “Recruitment selection is the process by which a company makes its choices for new hires.” (2013) It goes on to say that recruitment and selection “represent a process” by which “the company must recruit potential candidates, and then put them through a rigorous application, review and selection process.” (2013) This definition broadly defines the recruitment process in most firms, which begins with seeking talented applicants for vacant positions and ends after a thorough vetting and interview process appropriate for the given position. In a 2008 paper on the labor market in the Yukon province of Canada, the Government of Yukon similarly defined recruitment as “the process of attracting, screening and selecting qualified people for a position...