Literature Review Literature On Recruitment

1) Literature review

Third issue:

Definition of recruitment

In a first step, we need to define exactly what is "Recruitment".

According to Ployhart (2006), "Recruitment means the efforts from an organization to identify, attract and influence the job choices of competent applicants".

Taylor and Collins (2000) gave another definition of "Recruitment":"Recruitment includes the set of activities undertaken by the organization for the primary purpose of identifying a desirable group of applicants, attracting them into its employee ranks, and retaining them at least for the short term".

To my mind, these definitions are a little bit different but they have a point in common: the fact to attract and influence applicants.

Recruitment procedures

It is about calling on the own company 's employees or external contacts to find out new potential recruits. It may be a very effective way to look for new applicants because it lets the company to save costs of advertising, time, to get recommended people and then to feel assured about the candidate 's level of quality (DeVaro, 2005). However, this mode of recruitment could be discriminatory (Foot, M. and Hook, C., 2011) to the extent that it may not enable people from other ethnic origins, environments or socio-economic status to get access in your job offers.

Each recruitment channel can be judged on its effectiveness by various indicators such as the total cost of hire, the number of sourced candidates and the long term success of hires.

Indeed, certain variables can influence the choice of recruitment channels which are selected by the companies depending on the position and the needs of the organisation These are:

- the requirements of the specific position

- The issues of time and effort

- The issue of

Most of the time (statistically 85%), the company favours online channels to recruit such as LinkedIn, Monster, alumni associations of Business or Engineer schools and employment websites. The CIPD annual surveys of recruitment have shown an increasing usage of e-recruitment methods from the beginning of the 21st century (CIPD, 2006 and 2007 from Foot, M. and Hook, C., 2011).

Even when the brand calls on head-hunters only for unique and selected profiles, they realized that the candidates presented by Head-hunters can also be found online by placing an add via LinkedIn or Monster.

However, there are some disadvantages to note about e-recruitment. Online recruitment negatively impacts the process of recruiting due to the lack of knowledge from older people of the internet. In addition to that, it could result in an increased number unfitted candidates. (CIPD, 2009a from Foot, M. and Hook, C., 2011)

Besides, it is unfortunately not possible to apply directly from the company website. Since all recruitments on the company are based on specific profiles, the HR manager prefers to control the process by herself. She thinks that this hiring mode is more suitable for big company like McDonalds looking for simple CVs.

3)