Recruitment of Employees—Assumptions of the Risk Model

Halina Sobocka-Szczapa

doi:10.3390/risks9030055

Abstract

The aim of this article is to present the risk model premises related to worker recruitment. Recruitment affects the final selection of workers, whose activities contribute to corporate competitive advantages. Hiring unfavorable workers can influence the results produced by an organization. This risk mostly affects situations when searching for workers via the external labor market, although it can also affect internal recruitment. Therefore, it is necessary to attempt to identify recruitment risk determinants and classify their meaning in such processes. Model formation has both theoretical and intuitive characteristics. Model dependencies and their characteristics are identified in this paper. We attempted to assess the usability of the risk model for economic praxis. The analyses and results provide a model identification of dependencies between the factors determining a workers recruitment process and the risk which is caused by this process (employing inadequate workers who do not meet the employer’s expectations). The identification of worker recruitment process determinants should allow for practically reducing the risk of employing an inadequate worker and contribute to the reduction in unfavorable recruitment processes. The added value of this publication is the complex identification of recruitment process risk determinants and dependency formulations in a model form.

Highlights

Functioning modern organizations undoubtedly need employees whose competences—properly used in task performance processes—should form the basic premise of the employee recruitment process
Systemic interests have increased among employers in terms of acquiring workers with the highest qualifications and this results from the fact that the knowledge, skills and creativity of such employees collectively represent a key organizational resource which affects the organization’s innovation and competitive advantage
The above-mentioned conditions and a dynamically changing situation in the labor market brings about the necessity to pay attention to the procedures that enable the acquisition of adequate employees for the offered positions

Summary

Introduction

Functioning modern organizations undoubtedly need employees whose competences—properly used in task performance processes—should form the basic premise of the employee recruitment process. In a modern economy, material and financial resources management has retained smaller and smaller significance, while intangible assets management is becoming more and more important. 3) The risk related to recruitment has been determined to be an important element of the human resource management process) should not be done by trial and error, but instead should be a coherent action system oriented towards achieving the main objective, which is usually hiring the person with the most appropriate qualifications and personality, who can fit into the organization (Borowski 2016) Procedures related to recruitment (the risk related to human resource management appears in the international literature both in the form of theoretical considerations and conducted research (Anaraki-Ardakani and Ganjalim 2014; Nickson 2001; Meyer et al 2011; Shriram 2017, p. 3) The risk related to recruitment has been determined to be an important element of the human resource management process) should not be done by trial and error, but instead should be a coherent action system oriented towards achieving the main objective, which is usually hiring the person with the most appropriate qualifications and personality, who can fit into the organization (Borowski 2016)

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Conclusion