A Grounded Theory Study of the Role of Recruitment Programs in Business Success.

摘要

The purpose of this qualitative grounded theory study was to explore recruitment practices that offer business leaders guidelines for recruitment decisions that may lead to business success. Business leaders expend a vast amount of resources to recruit business professionals. The success rate of recruitment programs was found to be at unacceptable levels, reducing performance and profits. It is essential for a recruitment system to hire the highest-qualified candidates who can contribute to the benefit of the organization to achieve business success. The study results indicated effective recruitment programs apply six practices: (a) conduct workforce planning, (b) target sources of quality candidates, (c) conduct effective on-boarding of new employees, (d) promote branding as employer of choice, (e) recruit a diverse workforce, and (f) encourage collaboration among business leaders and recruitment managers. Four additional practices of effective recruitment programs emerged under the first six practices: (a) hire quality employees, (b) top performers, (c) employees who achieve business objectives, and (d) hire employees who meet the needs and goals of the organization. A secondary theory that emerged from the analysis was that ineffective recruitment practices apply three practices: (a) exacerbate business problems, (b) hire poor performers, and (c) suffer from high employee attrition. Recommendations for business leaders and human resource managers are to implement effective recruitment programs to affect business success that utilize the six best practices. Future quantitative research was recommended to include a longitudinal study on recruitment strategies, hiring practices, and business success, which may be beneficial to business leaders. Three quantitative research designs are recommended to test the new theory of six recruitment practices to affect business success. The single subject research design is recommended to study one new employee from the recruitment stage to determine if the recruitment program is using the six recruitment practices effectively. The single subject should be measured to determine if the six practices were effective in hiring an employee who affected business success. The quasi experimental design may be pursued to test the new theory and to measure the effectiveness of the recruitment practices and employee performance related to achievement of business objectives.