Abstract
PurposeUnderstanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country.Design/methodology/approachThis study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour.FindingsThe study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents.Originality/valueSpecifically, 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. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.
Highlights
Attention has recently given to understand how organisations source for their workforce, because employees are widely recognised as valuable assets that organisations can leverage upon for survival and attaining competitive advantage
When an organisation ended up either erroneously or intentionally hiring the wrong candidates for its jobs, it becomes a liability or a huge cost that might negatively affect the business activities of such a firm (Ekwoaba et al, 2015). This has made recruitment process a human resource strategy that can determine the fortune of an organisation, because, getting high-quality talents and competent workforce is a key source of sustainable competitive advantage (Hiltrop, 1999; Bondarouk et al, 2014)
Conclusion and policy implications The study aims to examine the firm perspective in the recruitment process, what they look forward to in their selection and recruitment processes
Summary
Attention has recently given to understand how organisations source for their workforce, because employees are widely recognised as valuable assets that organisations can leverage upon for survival and attaining competitive advantage. This research explores the drivers of attracting and recruiting quality talents, and the roles that national labour laws, industry norms and localised firm policies have on hiring practices and drivers in developing country. When an organisation ended up either erroneously or intentionally hiring the wrong candidates for its jobs, it becomes a liability or a huge cost that might negatively affect the business activities of such a firm (Ekwoaba et al, 2015) This has made recruitment process a human resource strategy that can determine the fortune of an organisation, because, getting high-quality talents and competent workforce is a key source of sustainable competitive advantage (Hiltrop, 1999; Bondarouk et al, 2014). Most human resources managers are concerned about whether their outcomes meet their original
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