Recruitment, Selection and Retention

Introduction Every organization is competing for top talent, because skilled people can make the difference. To survive in today's competitive landscape where employee poaching is prevalent, it's crucial for organizations to retain their top-performing employees and foster their commitment to the company. (Mehta, M., Kurbetti, A. and Dhankhar, R., 2014) According to Kossivi, B., Xu, M. and Kalgora, B. (2016), the most valuable assets in a company are its employees. Their importance to businesses necessitates not only the need to recruit the greatest personnel, but also the need to keep them for an extended period of time. Moreover, the organization's success relies on their ability to keep their talented employees. It's essential for their business to thrive. Employee turnover is a costly problem for businesses. The expenses associated with replacing an employee can be as much as twice their annual salary. Furthermore, high turnover can negatively impact morale and prod

Artificial Intelligence (AI) is rapidly changing the world, and recruitment and selection is no exception. AI-powered tools are being used to automate tasks, increase efficiency and improve recruitment decisions. What is Artificial Intelligence (AI)? Artificial Intelligence (AI) refers to the ability of machines to perform tasks that are typically associated with human intelligence, such as learning and solving problems. AI applications include advanced web search engines (like Google Search), recommendation systems (used by YouTube, Amazon, and Netflix), natural language processing (like Siri and Alexa), self-driving cars (like Waymo), generative or creative tools (ChatGPT and AI art), and high-level strategic game play (like chess and Go). AI as an academic discipline was first introduced in 1956. AI is a fast-growing field and there are many ways to define it. However, most definitions agree that AI is the creation of machines with the ability to reason and behave like humans. T

Introduction In today's globalized business world, companies are working more and more with people from different cultural backgrounds. These cultural differences can have a profound impact on the way people think, behave, and work. Geert Hofstede's theory of cultural dimensions is a useful framework for understanding these differences. Hofstede's theory identifies key aspects of culture that have an impact on the way we interact in professional settings. These aspects include how we perceive authority, whether we prioritize individual or group goals, and how we deal with uncertainty (Orr, L. M., & Hauser, W. J. 2008). In this article, I would like to explore how these cultural dimensions relate to the crucial processes of recruitment and selection in the human resources (HR) field. Through an understanding of these connections, organizations can make more informed decisions about the hiring of employees from different cultural backgrounds. Let's look at how c

“We absorb bias in the same way we breathe in smog—involuntarily and usually without any awareness of it .” Beverly Daniel Tatum, Ph.D. According to Reinders (2023), unconscious biases, also called implicit biases, are prejudices or stereotypes that we hold about certain groups of people that we are not aware of. These biases are shaped by our experiences, upbringing and culture, and can influence our thoughts, feelings and behaviour towards others. The term 'mindbugs' was coined by the psychologist Mahzarin Banaji to describe the unconscious biases we have. Just like a piece of software, our brains have bugs in them that can sometimes cause us to behave in ways that we do not intend. These bugs are called unconscious bias, and they're part of everyone's brain. Unconscious biases are neither intentional nor voluntary. They are just the way our brains are wired. Our brains make connections between different pieces of information, and sometimes these connections are base

  Image courtesy: The Internet With the constantly evolving technology around us, it is almost impossible not to find new approaches to aid us in some processes. E-recruitment is such an approach. What is E-recruitment? According to Khanna (2021) E-recruitment can be described as an Online -Recruitment, method used by HR professionals to assist the recruitment process by using technology or web-based tools. It is an automated process of tracking, attracting, interviewing, and hiring candidates by utilizing online stages and HR software. E-recruitment can be used to reach a wider pool of candidates, improve the efficiency of the recruitment process, and reduce costs. It can also help to make the recruitment process more transparent and fairer. Types of E-recruitment methods Today, increasing numbers of people are utilizing the Internet to search for work and find out more about companies before interviewing. Having a strong online presence and using online recruitment approaches