RECRUITMENT & RETENTION: ELEMENTS FOR BUILDING AND CONSOLIDATING A COMPETITIVE WORKFORCE
Abstract
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.
Introduction
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
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.
Introduction
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
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