32 No. Funding details: The authors received no direct funding for this research work. Carlson, K.D., Connerley, M.L. Invest in Career Growth The most prevalent action already taken by 70% of employers is placing a broader emphasis on diversity, equity and inclusion. Explain the process of sourcing and recruiting talent 6. P. Drury, P. (2016), Employer branding: your not-so-secret weapon in the competition for young workers, Human Resource Management International Digest, Vol. (2019), Identifying and explaining the dimensions of teacher talent management using the grounded theory, International Journal of Schooling, Vol. Without the restriction of location, business leaders must look at their recruiting from a broader lens and expand the potential to attract employees who can boost an organizations creativity and productivity. This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. 5, pp. What does this mean? Results of the delphi study into the perceptions of HR professionals and academics, Social Media in Human Resources Management Advanced Series in Management, pp. 33 No. The daunting challenge of winning and keeping talent for sustained success is not expected to go away soon. When it comes to what talent management in the future might look like, our study pointed to three defining priorities among knowledge workers: According to the study, 88% of knowledge workers say that when searching for a new position, they will look for one that offers complete flexibility in their hours and location. 11, pp. 2, pp. 124-132. Earn badges to share on LinkedIn and your resume. Chunyan, X., Bagozzi, R.P. They must embrace new, flexible work models and cultivate a workforce that can design their own careers. the challenges and opportunities of social media, Role of integrated talent management processes in competitive advantage of telecommunication firms in Nairobi city county, Kenya, Social media in employee selection and recruitment: an overview, Social Media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges, Online recruitment: feasibility, cost, and representativeness in a study of postpartum women, Employer image and employer branding: what we know and what we need to know, Annual Review of Organizational Psychology and Organizational Behavior Contents, Graduate unemployment in Nigeria: causes, consequences and remediable approaches, American International Journal of Contemporary Research, Exploring HR practitioners perspective on employer branding and its role in organizational attractiveness and talent management, Time for a ceasefire in the war for talent, Global migration of talent: drain, gain, and transnational impacts, International Scholarships in Higher Education, Effects of e-recruitment and internet on recruitment process: an empirical study on multinational companies of Bangladesh, International Journal of Scientific Research and Management ( Management), The challenge of obtaining a decent work environment in Sub-Saharan Africa, Africa and the Sustainable Development Goals. 47 No. Last year, only 15% of employers reported having difficulty retaining employees. 6, pp. The paper identifies practical issues that concern managers and identifies they feel ill equipped to manage the social issues arising from changes in the workforce, with argument for a reevaluation of the role human resource practitioners and managers need to adopt to assist Recruitment has a long history, most likely to pre-historic times because people tend to consume the services of others to achieve what they cannot singlehandedly accomplish (Adetunji and Ogbonna, 2013). Techniques such as the use of social media, traditional media, online interview, physical interview have proven to help in selecting quality talents. Also more investment by firm management in technology tools such as artificial intelligence and digitalisation should be embraced at work place. Introduction 2. 2020, Oluyemi Theophilus Adeosun and Adeku Salihu OHIANI. 45 No. 29-31. Results of the delphi study into the perceptions of HR professionals and academics, Social Media in Human Resources Management Advanced Series in Management, Justifications for qualitative research in organisations: a step forward, Taking stock of networks and organizations: a multilevel perspective, Recruiting and Attracting Talent: A Guide to Understanding and Managing the Recruitment Process, Strategic Human Resource Management Foundation, Recruitment evaluation: the case for assessing the quality of applicants attracted, Leveraging employer branding, performance management and human resource development to enhance employee retention, Employer branding: strategy for improving workplace attractiveness, International Journal of Organizational Analysis, Skilled immigration to fill talent gaps: a comparison of the immigration policies of the United States, Canada, and Australia, The impact of reputation and identity congruence on employer brand attractiveness, Wage Regulation, Compensation Packages, and Worker Welfare, University of CA at San Diego, Economics Department, Social exchange theory: an interdisciplinary review, A great place to work!Understanding crowdsourced employer branding, Achieving innovation in a lean environment: how innovative small firms overcome resource constraints, International Journal of Innovation Management, Communities of practice: a research paradigm for the mixed methods approach, HRM practices in large and small manufacturing firms: a comparative study, Employer branding: your not-so-secret weapon in the competition for young workers, Human Resource Management International Digest, The impact of recruitment and selection criteria on organizational performance, Global Journal of Human Resource Management, The impact of social media on recruitment, Ovidius University Annals, Economic Sciences Series, Socio-economic impact of graduate unemployment on Nigeria and the vision 20:2020, International Journal of Development and Sustainability, Sociability-driven user recruitment in mobile crowdsensing internet of things platforms, 2016 IEEE Global Communications Conference (GLOBECOM), Access to finance and firm performance: evidence from African countries, Effectiveness of e-recruitment in organization development, Identifying and explaining the dimensions of teacher talent management using the grounded theory, Social networks, employee selection, and labor market outcomes, The quest for the best: human resource practices to attract and retain talent. Lagos has a large population of about 17.5 million as of 2017 (National Bureau of Statistics report, 2018) which translates into a huge market for goods and services. Recruiting talented workforce is critical to a firms success and superior performance, but to hire the most talented, effective recruitment process needs to be considered (Breaugh, 2009). When it comes to school attended by candidates, about 57% of the respondents believe there should not be discrimination between those who went to private, federal and state schools. Interview process is aided with video conferencing, reducing cost of transport and other associated risk, offer letter can be gotten through the internet, e-signing allows acceptance or rejection of an offer online without much stress (Petre et al., 2016). 1 Mercer, One in Three Employees Claim To Have A Job Rather Than A Career, New Mercer Survey Finds 2 SHRM As a technology leader who wants to retain talent, a good place for you to start is providing learning that inspires and engages. (2016), Sociability-driven user recruitment in mobile crowdsensing internet of things platforms, 2016 IEEE Global Communications Conference (GLOBECOM), IEEE, pp. What is the role of social networks for firm recruitment and for matching efficiency? However, Figure 1 demonstrates a recruitment process as proposed by Breaugh (2009). Johanson, J. and Mattsson, L.G. According to the study, todays employees want to be measured on the value they deliver, not the volume. They help protect and develop expertise all along the Group's value chain, particularly in craftsmanship and design. Nigeria Companies Directory (NCD) (2020), available at: www.6000profiles.com/States/Lagos%20State.htm. In the future, companies will need to rethink how they measure productivity because traditional metrics and views that real work cant get done outside the office will no longer cut it. Here are five ideas: 1. Forty-nine percent of employers are planning or considering making market movement adjustments and offering higher base salary increases. and Schmidt, G.B. From the Magazine (March-April 2022) Sophie Gamand Summary. Bondarouk, T., Marsman, E. and Rekers, M. (2014), HRM, technology and innovation: new HRM competences for old business challenges?, Human Resource Management, Social Innovation and Technology Advanced Series in Management, Vol. For those businesses, embracing a four-day workweek could help attract and retain talent. 107 No. In some fields, such as nursing, three 12-hour shifts per week already is relatively standard, Oates said. In developed countries, there are generally openly known industry and role compensation packages (Adom, 2018; Clemens et al., 2017). Management should consider that an effective way to attract and retain talent is to create an environment where talented people can develop. Maheshwari, V., Gunesh, P., Lodorfos, G. and Konstantopoulou, A. the right seasonal employees. In doing so, they will not only boost the motivation and engagement of their existing workers, but will gain the attention of the brightest new recruits and take their business to new heights. So how to. 9 No. By promoting the success of your team through LinkedIn and Twitter, prospective applicants can witness first-hand how . Specifically, this paper tends to throw more light on the following research questions: how do firms use different recruitment channels for hiring workers, and how does the use of these channels affect the quality of matches? Omolawal, S.A. (2015), E- recruitment: practices, benefits and challenges, Journal of the Institute of Personnel Management of Nigeria, Vol. 63-73. Roughly the same percentage of employers (70%) expect the difficulty to persist in 2022. 116-122. (2016), Employer image and employer branding: what we know and what we need to know, Annual Review of Organizational Psychology and Organizational Behavior Contents, Vol. and Wilson, B.L. xZn7}[by)I @[Nb;N_r/jGl?xGpfxf[&TLuw}-\5{L1(YLnltFDn]^d,zdgYZ();:?QEyu;{{VXUmmjVs BjX,ri/t]7(MatyEWHml(~rE@*6I h.G9^qXcmuS/\t. j{'lb/(PZA7 q(MR.SX[ Lagos has a high influx of fresh graduates and also concentration of experienced professionals. To what extent do firms use wages and other benefits to improve their hiring process? It is a valuable weapon for an organisation that has workforce of good quality talent (Tlaiss et al., 2017). 115, pp. Upskilling and reskilling will be critical factor in capitalizing on them. Conduct thorough market research to ensure your salaries align with industry standards. Boodhoo, R. and Purmessur, R.D. However, 29% include salary range in calling for application. and Schmidt, G.B. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted. (2017), Does extending unemployment benefits improve job quality?, American Economic Review, Vol. Firms in Lagos compete with global companies for their local talent and can easily loose the talent to countries like Canada, Australia and other countries open to immigrant of skilled talents (Marsh and Oyelere, 2018; Chand and Tung, 2019). (1999), The quest for the best: human resource practices to attract and retain talent, European Management Journal, Vol. retaining talent, developing the talent you have, managing performance, creating. This could be carried out by seeking inputs from those that have vital information about the skills required and the particular unit that is in need of such talent. To retain employees, 70% of employers have taken action to increase workplace flexibility, while 65% are providing tuition reimbursement. This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. All rights reserved. 2, pp. can we use standardized strategies to attract potential employees all around the world, or shall we customize our employer brand according to the cultural differences between the . (2002), Recruitment evaluation: the case for assessing the quality of applicants attracted, Personnel Psychology, Vol. Organisations sometimes find it difficult to recruit and select employees with the right qualifications to help realise goals, but the appropriate recruitment and selection is that which gives every applicant an equal opportunity (Deshpande and Golhar, 1994; Atkinson and Storey, 1994). Job accessibility and employment outcomes: which income groups benefit the most? Employers are also having difficulty attracting sales force positions (37%). 426-455. And it could mean enlisting more part-time, contract, and gig workers who make up a larger percentage of the workforce than ever to take on more hours. In addition, video teleconference can be adopted; there should be eradication of age restrictions on vacancies. 303-321. Retaining employees has also been challenging. According to Kaplan and Haenlein (2010), social media is an internet-based platform that allows users to generate and exchange ideas, contents and values. Most human resources managers are concerned about whether their outcomes meet their original objectives, but unfortunately, some many firms do not formally appraise recruitment efforts (Breaugh, 2009; Carlson et al., 2002). Greater focus on improving the employee experience is most likely to become permanent (78%). (2019), Exploring university and industry perceptual meaning of employability skills among Nigerian graduates, International Journal of Educational Science and Research (IJESR), Vol. 1-35. Literature review 3. The past year has accelerated digital transformation across sectors. and Tsai, W. (2004), Taking stock of networks and organizations: a multilevel perspective, Academy of Management Journal, Vol. 1284 Petre, A., Osoian, C. and Zaharie, M. (2016), Applicants' perceptions on online recruitment, Managerial Challenges of the Contemporary Society. HR practices for attracting and retaining talent in IT organizations in Bangalore: The employee perspective Authors: Sonia Singh Christ University, Bangalore Biswajit Satpathy Sambalpur. 22 No. and Farrer, L.M. In carrying out this study, firms in the private sector form the majority, constituting 79% of the sample; this is because private firms carry out recruitment processes more when compared to the private sector. 1 Attract top talent with learning programs SHRM Competition for talent can be fierce. 2 No. 60 No. For example, 1) offering off-cycle salary increases may lead to pay equity concerns if some demographic groups are underrepresented in these roles, 2) assigning individuals to higher levels or titles may lead to inequities in titles and job leveling frameworks and create an appearance of inequity if pay is not commensurate with title or level, or 3) allowing delayed relocation may create inequities for current employees. 2 No. Drake International. (2015), The impact of reputation and identity congruence on employer brand attractiveness, Marketing Intelligence and Planning, Vol. Are recruited talents productive and capable of improving performance? (2018), Effects of e-recruitment and internet on recruitment process: an empirical study on multinational companies of Bangladesh, International Journal of Scientific Research and Management ( Management), Vol. +Am@*- \Z]vP `=TP 1"U O,9Y:Z$Hv/A,GIs$TFOC% T` ` 1# czEP=KL%M0 Tlaiss, H.A., Martin, P. and Hofaidhllaoui, M. (2017), Talent retention: evidence from a multinational firm in France, Employee Relations, Vol. Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Okolie, U.C. 1-36. What firms leverage on to attract talents in Lagos, Extent to which respondent agree or disagree with below techniques in attracting and recruiting quality talents. Some of their responses are standardisation of benefits within industries and salary disclosure in all advertisements; review of labour laws to cover electronic recruitment, remote working and emerging work situations. 795-817. Moen, B.E., Nyarubeli, I.P., Tungu, A.M., Ngowi, A.V., Kumie, A., Deressa, W. and Mamuya, S.H.D. HBR Learnings online leadership training helps you hone your skills with courses like Developing Employees. 6 No. However, many employers of labour lament that they find it difficult to fill vacant roles (Eneji et al., 2013; Longe, 2017). Denscombe, M. (2008), Communities of practice: a research paradigm for the mixed methods approach, Journal of Mixed Methods Research, Vol. Aside from leveraging on some key factors in attracting quality talents, techniques applied in the selection process was considered. Staff and management involved in recruitment should be trained in how to manage remote interviews and engage with candidates appropriately. More than ever, making the most of your capital means solving a complex risk-and-return equation. Mahony, G. (2019), Time for a ceasefire in the war for talent, HR Future, 2019, pp. Eneji, M.A., Mai-Lafia, D. and Weiping, S. (2013), Socio-economic impact of graduate unemployment on Nigeria and the vision 20:2020, International Journal of Development and Sustainability, Vol. Gen Z in particular are tech-savvy, socially conscious and highly ambitious. Here are 7 hot tips to help you attract (and keep!) But it will not be enough to attract and retain top talent in a post-pandemic world. 1, pp. Thats nearly triple the number (26%) who reported difficulty last year, and up from 56% during the first half of this year. 14-22. 49-56. For the sample size, we leverage on the 250 population of the Nigerian Employers Consultative Association. Ninety percent of employers that have done so expect this to be permanent. n the book Leading Organizations, [ 1 ] McKinsey senior partners Scott Keller and. 294-301. National Bureau of Statistics report (2018), available at: www.nigerianstat.gov.ng/, NBS (2019), Q2 report, available at: https://nigerianstat.gov.ng/elibrary. 22-23. The model is cyclical in nature because firms continuously engage in hiring talent to fill gaps as long as they still exist. "When I speak to managers, I feel like they're important, but when I speak to leaders, I feel like I am important." Good . Additional actions employers have already taken to retain employees include increasing workplace flexibility (70%), providing tuition reimbursement (65%) and instituting work-from-anywhere policies (56%). Forward-thinking companies will focus on closing this gap, and will design people-centric experiences that give employees the space they need to unlock their full potential and deliver transformative results. Brass, D.J., Galaskiewicz, J., Greve, H.R. In face of ever improving technology, online interviews and assessment are been embraced by recruiters and found to be a good technique to attract quality talent, physical assessment of talents have also proven to be a good technique in attracting quality talents. Conclusion and policy implications Abstract Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. The third phase of the model is about exploring all possible channels through which the needed talent can be acquired, either internally or externally. 1) Start by asking more questions to gain insights on employees. (2017), Online recruitment: feasibility, cost, and representativeness in a study of postpartum women, Journal of Medical Internet Research, Vol. and Ogunyomi, P.O. 107-120. https://doi.org/10.1108/RAMJ-05-2020-0016. 1-5. 5, pp. Published by Emerald Publishing Limited. Airbnb: To create a . In order to future-proof their jobs, employees must continually develop their skills and knowledge. My organization, Citrix, wanted to understand what the current attitudes of both HR managers and knowledge workers are with regard to their future workforce. 6. Nearly three in four employers (73% . Getting a quality candidate out of a large pool is difficult due to the quality of candidates and lack of workplace readiness (Aloysius, 2019; Silva and Crisp, 2020). Consider putting together a fun teamwork challenge for your final 2 or 3 candidates. . 247-282. once employees consider leaving, 42% said they might have stayed if their employer had done something. The process of searching for the best candidates and attracting them to consider job offers is regarded as recruitment (Cole, 2005; Bhupendra and Swati, 2015). By investing in each employee's development, you're helping them get closer to achieving career goals. (1996), The key informant technique, Family Practice, Vol. We adopted both survey and also interviews with key informants (Marshall,1996). This is because the pandemic has reset employee values. 3-14. (2017), Exploring HR practitioners perspective on employer branding and its role in organizational attractiveness and talent management, International Journal of Organizational Analysis, Vol. 627-643. Twenty key informants were identified and interviewed successfully. The network theory is useful in this study to address the issue of how firms in Lagos relate and network with the business environment to make use of the available recruiting channels through social networking for them to source and recruit quality talents. Deakins, D. and Bensemann, J. This is part of the challenge firm faces in attracting and retaining quality talents. Of the 200 questionnaires, 168 was returned while 18 was incomplete, 150 was valid and therefore used in the course of the study. Those that dont risk getting left behind in their ability to get and keep talent. 2 No. The roles of employment processes in organizational image in insurance organistions in Nigeria: employees and community perspectives, Australian Journal of Business and Management Research, E-recruitment: practices, opportunities and challenges, European Journal of Business and Management, E- recruitment: practices, benefits and challenges, Journal of the Institute of Personnel Management of Nigeria, Understanding the factors influencing the take-off of online freelancing in Sri Lanka, Applicants' perceptions on online recruitment, Managerial Challenges of the Contemporary Society. 31 No. Longe, O. Overall, firms have high expectations from candidates seeking to fill vacant positions at various points in time. SB@NJ/Iz|z4Wzzz=wvn^zHw7hx{bX~E{ud8nr|n,wMY{5~5O?Kw_bpa#fnUY7v_uynsskz4;U}EEQ!-07` iW`v8v Y1p?OfN{o|tjz57m_ H%oOmq#O$[ ?0C 5, pp. These trends are expected to continue through 2022, with 70% of employers expecting to have challenges with attraction and 61% with retention. (2016), Social networks, employee selection, and labor market outcomes, Journal of Labor Economics, Vol. (2017), E-recruitment: practices, opportunities and challenges, European Journal of Business and Management, Vol. Human Resource Management, Social Innovation and Technology Advanced Series in Management, What is the future of employer branding through social media? As a business owner or leader, one of the most powerful things you can do to attract and retain talented employees is to hire people who have the skills and experience you need and the same values.
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