Employee Recruitment: Current Knowledge and Important Areas for Future Research - Annotated Bibliography Example

Running head: EMPLOYEE RECRUITMENT: CURRENT KNOWLEDGE AND IMPORTANT AREAS FOR FUTURE RESEARCH Employee Recruitment: Current Knowledge and Important Areas for Future Research [Writer’s name] [Institution’s name] Employee Recruitment: Current Knowledge and Important Areas for Future Research Introduction Recruitment is an extremely important part of human resource research. inorder to prefect the art of recruitment a detailed study of the past research is extremely important. This essay studies the research carried out in the field of recruitment of organizations and it’s importance. For which an annotated bibliography of articles regarding the topic in question is given as well as an analysis of James A. Breaugh (2008) Employee recruitment: Current knowledge and important areas for future research Human Resource Management Review College of Business Administration, University of Missouri Annotated bibliography Article 1 James A. Breaugh (2008) Employee recruitment: Current knowledge and important areas for future research Human Resource Management Review College of Business Administration, University of Missouri The above mentioned article, Employee recruitment: Current knowledge and important areas for future research was written by James A. Breaugh and is published in Human Resource Management Review. The article in question is based on the study of the past 40 years; research on employee recruitment regarding the amount of research on employee recruitment has increased significantly. In this paper, the author bases his research on recruitment topics which have been studied many times in the past. Apart from the author also studies topics like targeted recruitment and the site visit which have gained comparatively less attention however they have the probability of being an important research topic as they are also important for recruitment practices. Article 2 James A. Breaugh and Mary Starke Research on Employee Recruitment: So Many Studies, So Many Remaining Questions Journal of Management June 2000 vol. 26 no. 3 405-434 The above mentioned article Research on Employee Recruitment: So Many Studies, So Many Remaining Questions is written by James A. Breaugh and Mary Starke and is published in Journal of Management June 2000 vol. 26 no. 3 405-434. the article in question is based on research regarding employee recruitment The article studies the past 30 years regarding the amount of research on employee recruitment has increased significantly. Although there has been an improvement in the research current analysis of the recruitment literature many times have had a rather negative tone. The study further emphasis on the fact of how researchers are still of the option that the do not know a much regarding the topic and how recruitment activities have impact on the organization. The study highlights the fact especially regarding the current reviews have assessed a lot of the researches conducted for being inappropriately designed, restricted or limited in framework , and based on weak theories. Article 3 Rynes, S. L., & Cable, D. M. (2003). Recruitment research in the twenty-first century. In W. C. Borman D. R. Ilgen & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, vol. 12. (pp. 55−76)Hoboken, NJ: John Wiley & Sons The present article Recruitment research in the twenty-first century has been written by Rynes and Cable and has been published in the Handbook of psychology: Industrial and organizational psychology, vol. 12. The article is based on research carried out on recruitment practices in the twenty-first century such as recruiters, recruitment sources, administrative procedures, vacancy characteristics, and selection standards it also studies recruitment methods for example time-related, social, information-related, and interactive processes as well as applicant self-selection in addition to person-organization fit is evaluated , and increase in knowledge regarding staffing over with in the entire 21 century is studied. The article also highlights the organizational characteristics and the importance in the entire process of recruitment. Emphasize on the fact that organizational characteristics can be important in a recruitment context both because individuals may be more attracted to employers with certain characteristics The paper vigilantly studies the development of recruitment practices, as well as their likely recommendations for companies in the hiring process and organizational researches. Article 4 Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32, 868−897. The article “Staffing in the 21st century: New challenges and strategic opportunities.” has been written by Ployhart (2006) and is published in Journal of Management, vol 32 The article is based on study carried out on staffing practices in the twenty-first century. It emphasis on the opportunities for organizations in selecting the top class talent for the organization. it also highlights the challenges which organizations may face in the process of staffing. The article analysis how present organizations have to face many staffing challenges starting from recruiting professional level staff , employment shortages, competition for applicants, last but not least workforce diversity. however, in spite of such intense requirements for successful staffing method, staffing research still is considered unimportant by a lot of human resource departments. Inoder to resolve such issues recruitment professionals must develop an insight for individual-level recruitment as well as selection study to multilevel studies for assessing the effect staffing practices have on organizations. in the end the article provides a detailed and decisive analysis of staffing best practices considering literature from around 2000 to the current era. Article 5 Reeve, C. L., Highhouse, S., & Brooks, M. E. (2006). A closer look at reactions to realistic recruitment messages. International Journal of Selection and Assessment, 14, 1−15. The authors of the article “ A closer look at reactions to realistic recruitment messages” are Reeve, C. L., Highhouse, S., & Brooks, M. E. (2006) and it is published in International Journal of Selection and Assessment, The article highlights the fact that lately behavioral judgment and consumers researchers have started to study on how instant affective reactions manipulate overall assessments. The present article gives a detailed analysis of the immediate affective reaction to organizational aspects demand the interest of recruitment researchers as well. The article is based on study in which customized web-based computer program was utilized which provides instant affective responses to organizational previews, the results of the research showed that overall assessments of the organization are mostly effected via the typical intensity of immediate affective responses which one under goes during a message as compared to the virtual stability of positive and negative context of the message. Thus, the study recommend that recruitment professionals utilizing realistic information have to be concerned regarding the average intensity of receiver response than regarding the relative balance of optimistic or pessimistic context of the message . Analysis Of The First Article The main article of the essay is James A. Breaugh (2008) Employee recruitment: Current knowledge and important areas for future research Human Resource Management Review College of Business Administration, University of Missouri . After reading this article it becomes quite clear that recruitment research is quite important for organizations plus it has extremely changed from the past 40 years. In the past 40 years, the number of recruitment research as well as the diversity of topics researched on has considerably increased. However one has to be selective while studying four decades as there has been a lot of work done but all cannot be used. The important topics which the article based on were ones on which a lot of studies were carried out ( such as recruitment methods) and topics which need to be worked on like target recruitment also needs to addressed in detail . many authors have supported t he work done in the article like Ployhart(2006), Rynes and Cable (2003), James A. Breaugh and Mary Starke (2000) and Reeve, C. L., Highhouse, S., & Brooks, M. E. (2006) Recruitment has always been something no less then an art and the article correctly highlights the fact the organizational characteristics and the importance in the entire process of recruitment. Here one may note that authors like Rynes and Cable (2003) supports the given in the article that the organizational characteristics and the importance in the entire process of recruitment. Emphasize on the fact that organizational characteristics can be important in a recruitment context both because individuals may be more attracted to employers with certain characteristics. , The fact that recruitment research needs to be given attention as it has a direct impact on the organization’s productivity and success. The fact especially regarding the current reviews have assessed a lot of the researches conducted for being inappropriately designed, restricted or limited in framework , and based on weak theories (Breaugh& Strake 2000) Recuriment is not an one sides process the article highlights this fact by showing that reactions also matter Reeve, Highhouse& Brooks (2006) support this point of view as they studied reactions of applicants. Keeping in mind that the article was based on employee recruitment, it may be noted that the paper completely avoided the topic of how the line between the topics of recruitment and selection is at times unclear ( for instance a work simulation might equally aid job candidate self-select out of job concern at the same time also assist an organization in making their final selection decisions). nevertheless, for wholeness, one should consider the fact that extensive research (Ployhart, 2006) has proven the fact selection procedure which may be considered as lacking job relatedness may end in recruits being not completely ready to work for the employer. Methodological limitations restrict tend to effect the recruitments decisions of organizations .With reference to the requirement for more detailed research. This is due to the fact that prefect research regarding the topic in question will be fruitful for organizations and their human resource department. Conclusion From all five articles given in essay one may learn that research regarding recruitment is quite important and that over the years it has greatly changed, yet it needs a lot of work all of authors agree on the fact that recruitment professionals must develop an insight for individual-level recruitment as well as selection study to multilevel studies for assessing the effect staffing practices have on organizations. References James A. Breaugh (2008), Employee recruitment: Current knowledge and important areas for future research Human Resource Management Review College of Business Administration, University of Missouri James A. Breaugh and Mary Starke(2006), Research on Employee Recruitment: So Many Studies, So Many Remaining Questions Journal of Management vol. 26 no. 3 405-434 Ployhart, R. E. (2006), Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32, 868−897. Reeve, C. L., Highhouse, S., & Brooks, M. E. (2006), A closer look at reactions to realistic recruitment messages. International Journal of Selection and Assessment, 14, 1−15. Rynes, S. L., & Cable, D. M. (2003), Recruitment research in the twenty-first century. In W. C. Borman D. R. Ilgen & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, vol. 12. (pp. 55−76)Hoboken, NJ: John Wiley & Sons Read More