Talent Pool Research Articles

Recruitment Marketing - a Bibliometric analysis

Purpose: The purpose of the study is to conduct a Bibliometric analysis of Recruitment Marketing. Theoretical framework: Recruitment Marketing is a technique that has evolved recently to nurture candidates before they apply for a job. Understanding and applying recruitment marketing techniques is essential to retain a talent pool. Since Recruitment Marketing is a new strategy, there is still much to research and discover. Design/methodology/approach: The current scenario of publications from 2000-2020 on Recruitment Marketing listed in the Clarivate Web of Science database was explored in this bibliometric study. To build a bibliometric map, descriptive and inferential statistical methods were utilized. Bibliometric analysis was performed using R-based software Biblioshiny. Findings: The findings revealed that the topic is not well established in the literature but has scope for growth in the coming future. The results reported that only very few studies were undertaken in the area of recruitment marketing globally. USA and Australia are the countries which contributed articles in this area when compared to other countries. The most commonly used words are 'loyalty,' 'attraction,' and 'conceptual-model'. New developments in recruitment marketing have not been sufficiently studied and understood logically and concisely. This study utilized a conceptual framework to organize and analyze the field's various research streams and themes. These themes and subthemes have suggested research recommendations and crucial research areas. Research, Practical & Social implications: Authors recommend in-depth study for the future and identify the areas that need more exploration. The current study can help researchers and recruiters to analyze the upcoming recruiting trends and strategies. Originality/value: The study is found to be primary and original research that contributes to the bibliometric representation of recruitment marketing.

Role of perceived organizational support in cross-cultural adjustment: A mediating career satisfaction model

Previous researches were focused on assigned expatriates (AEs) and their cross-cultural adjustment (CCA) and their perks and incentives. Self-initiated expatriates (SIEs) employees are self-made and mostly neglected pool of talent and mostly based from individual perspective. The purpose of this paper is to test the impact of perceived organizational support (POS) on CCA of SIEs employees mediated by career satisfaction (CS) of SIEs employees. We conducted mediation analysis on 124 SIEs working in USA, and result supported our proposed model. It shows that there is positive effect of POS on CCA and CS. And POS also shows positive indirect effect on CCA through CS. Further we discussed the implication and limitation of this study.

Recruiting business expatriates in Portugal: a surefooted endeavor?

PurposeManagerial discourses tend to portray work-related mobility practices in a positive light, presenting mobility assignments as a place of stimulus and differentiation. A conception of mobility as an opportunity, may contrast, in specific economies and business settings, with lived personal experiences. This article reports the results of a three-year study, aimed to question how multinational companies (MNCs) located in a small and developing European economy (Portugal) are building talent pools for expatriate assignments. Interaction effects, as proposed by the job demands-resources (JD-R) theory, are considered as lens to understand the interplay of company expatriate policies, willingness profiles and psychological contracts of expatriates. By using a Portuguese sample, the study examines whether prior findings in mature economies and consolidated MNCs can be generalized to less developed international business settings.Design/methodology/approachA three-year study, encompassing 24 expatriate cases observed in five multinational firms born or located in Portugal. Two techniques of empirical data collection were used: statistical sources and documental analysis and in-depth interviews. A total of 37 interviews were conducted, both in-person and remotely, of which 13 were with company managers and representatives, and 24 with expatriates (as defined and referred like this by the companies under study).FindingsHeterogeneous company policies, ranging from juvenile, functionalist to more dynamic and flow-based approaches, are presented as qualifying resources of willingness levels and psychological contracts of expatriates. Observed interaction effects between policies, willingness and psychological contracts, empirically mirrored in three profiles (conformist, protean and disrupted expatriates) suggest that incentive effects (emanating from company policies) and job demand-resource balance, factored as terms of social and economic trade, are non-linear and asymmetric, influencing firm propensity to succeed while using international work to support company expansion goals. As job resources, expatriate policies are presented as operating as pull or push factors: functionalist HR approaches seem to act as push factors generating more conformist or compelled willingness profiles.Research limitations/implicationsGeneralization of study's outcomes has limitations. Future studies are encouraged to use comparative and longitudinal research designs. Furthermore, future research should include business expatriates with entry-level positions, and increase the number of interviewees, as results can also be considered as limited by sample size.Practical implicationsIt is suggested that further strategic work is needed to present expatriation development value, formally screen and consider willingness level as selection criteria, and enlarge the pool (from internal to external) of candidates, in peripheral economic settings such as Portugal. A shift to more dynamic and job resource-dense policies are suggested as beneficial, as pathway to optimize social and economic value from expatriation assignments and work experiences.Originality/valueBy putting the interplay between macro and micro-level processes into perspective, the study provides empirical evidence on how company expatriate policies have come to promote unforeseen differentiation of employee willingness and psychological contracts at the heart of MNCs. This is particularly relevant in developing economies such as Portugal, challenging the need to build talent pools for international work assignments. Empirical data illustrating company policies interactive effects with different willingness profiles and psychological contracts of expatriates is provided.

Reforms in higher education in India

The world is transforming quickly, with it, the requirement for universal access to top-notch higher education. The present shift toward higher quality is the most effective way of developing and maximizing our country's vast talent pool. The new National Education Policy is being created to address the challenges of making every higher education institution a reputable and best institution for higher education. It is in shambles, and there is a lack of emphasis on cognitive skill development and learning outcomes. Higher education helps to shape a nation that is enlightened, socially conscious, ethical, knowledgeable, and skilled in devising and implementing effective solutions to its problems. The proposed reforms in India's Higher Education System, regulatory structure, and teaching pedagogy are analysed in this paper. The expenditures of various countries on education, including SAARC and BRICS, were also compared to their respective GDPs.

Development Of A Systematic, Accountable And Inclusive Mechanism Through Talent Management In Preparing Future Leaders

The Bureaucratic performance is generally characterized by the low quality of public services. Talent management is a mechanism in order to attract, motivate and retain qualified leaders. Therefore, this study aims to analyze the development of talent management in order to prepare future leaders. Talent management is the result of a paradigm shift in human resource management. Experts divide the definition of talent management into two spectrums, namely exclusive and inclusive. Both definitions aim to increase the organization's opportunities in order to increase the achievement of its objectives. The success of implementing talent management in various countries and the private sector has encouraged the Indonesian government to adopt talent management as part of the bureaucratic reform agenda. This study showed that the implementation of talent management requireed 3 values including: 1) A transparent process is one of the keys to the successful implementation of talent management in public institutions; 2) Several methods that can be used are assessment center, 9 talent boxes and development program; and 3) the talent management implementation process requires commitment from all elements of the institution. In addition, the development of talent management is formed in several stages. 1) Establishment of regulations to support the development of talent management; 2) Establishment of an Assessment Center as a center for assessing the competence of prospective leaders; 3) Reorientation of the preparation of position competencies through the Assessment Center; 4) Talent management development; 5) Integration of talent management programs with education and training through the utilization of the talent pool; 6) Establishment of a Corporate University as part of the commitment to the talent development program in the talent pool.

Can hackathons unlock a new talent pool from the developing world?

Can hackathons unlock a new talent pool from the developing world?

Beyond competing for talent: an integrative framework for coopetition in talent management in SMEs

PurposeThis paper aims to unpack how small and medium-sized enterprises (SMEs) can operationalise coopetition in talent management, addressing ongoing talent shortages in the hospitality industry which were intensified during the Covid-19 pandemic.Design/methodology/approachThis conceptual paper draws from literature on coopetition and talent management in SMEs. Specifically, the authors take an interorganisational talent pool lens and develop a framework following the principles of open-systems theory.FindingsThe authors find that the traditional use of talent pools is often impractical for SMEs because of a lack of resources and capabilities. Instead, interorganisational talent pools, through coopetition in talent management, can aid these firms to address talent shortages. The authors identify potential for SME coopetition at various stages, including attraction, development and retention of talent.Practical implicationsCoopetition in talent management can aid industries in establishing market-thickening pipelines. Through co-attracting, co-developing and co-retaining talent, SMEs can create interorganisational talent pools. To develop talent management coopetition, a set of prerequisites, catalysts and potential inhibitors must be analysed and managed.Originality/valueThis paper moves the talent management debate beyond competition for talent, introducing coopetition as a viable alternative. Taking an open-systems perspective, the authors develop an integrative framework for coopetition in talent management in SMEs encompassing input, process and output components. The authors reveal the dynamic and complex nature of this coopetition process, highlighting the essential role of coopetition context and illustrating open-system principles.

Comparative study to assess the impact of school culture on psychosocial attributes of vedic and non-vedic school students

Youth plays an exceptional part in the advancement of a nation. They turn over political and social structure of their land. United Nations Alliance of Civilization (2013) likewise called youth as the “Pivotal Pool of Talent, Ideas and Energy”. They represent the most rigid fragment of any nation’s population. In a more extensive sense, youth are the pillars of any nation’s future as expressed by the former Indian president. Nowadays, with rapid westernization and urbanization youth are becoming more fixated to superficiality as well as negativity which cause many psychological as well as mental issues like: depression, migraine, insomnia etc. Such a situation is alarming for the individual as well as to its society. Globally, the incidents and intensity of emotional health problems among early adolescents is at a steep rise. The negative energies like stress, depression, laziness, betrayal etc. are getting dominant and if left untouched then it may lead to serious consequences in future by negatively affecting school performance, social and emotional life. It is an experimental intervention study which shows that the Vedic school culture plays an important role in developing positive psychosocial attributes.

CitiusTech: employee engagement amidst disruption

Research methodology The case was developed by interviewing Rizwan Koita, CitiusTech chief operating officer (CEO) and cofounder. Case overview/Synopsis CitiusTech, Inc. was a privately held health-care technology and consulting services provider with over 6,000 employees worldwide, with the majority in India. Since 2015, CitiusTech has been certified as one of India's best workplaces by the Great Place to Work Institute®.The case is set in 2020 when CitiusTech's business operations were severely disrupted as its customers suspended work on health-care technology projects to focus on responding to the COVID-19 pandemic. As a result, Rizwan Koita, CitiusTech's CEO and cofounder, suddenly found himself with a considerably large, highly qualified, underused talent pool and a significant loss in revenue. Instead of laying off highly skilled and trained employees, CitiusTech took a long-term view of the situation, believing that business would pick up in the third or fourth quarters and there would be a need to scale up teams. However, as 2020 was closing, Koita wondered if he had done enough to enhance employee engagement amid the disruption caused by COVID-19. Complexity academic level This case is intended for use in undergraduate courses focusing on leadership, industrial and organizational psychology or human resources management. This case may be positioned after students have been familiarized with the fundamental concept of employee engagement.

Hybrid Working Model: A pathway to Success or Failure

The purpose of this case study is to find out how Covid-19 has impacted the working environment all across the globe. Remote workers and Hybrid Working Model are some of the concepts that many companies have started to adopt and implement for their employees. Here, the case of a Company has been presented – the Company’s management has tried to implement the Hybrid Working Model to see if it will be a success or not. This case study mentions the challenges they had to face and opens the floor for the readers to see the problems management faces in real life and encourages them to put forward their knowledge on how companies can overcome such hurdles. The study also presents the success story of the implementation of the hybrid working model and explains how modern businesses can expand their talent pool with the help of this model.

Tentative SWOT Analysis on Business Leadership in China’s Greater Bay Area

This paper serves as a wake-up call for business leaders in China’s newly established Guangdong-Hong Kong-Macao Greater Bay Area to review their strengths, weaknesses, opportunities, and threats (SWOT) for them to survive and succeed in a volatile environment. The survey used in the study was intended to examine the impact of such factors as leadership traits and personal dispositions including the cultural heritage of Confucianism in business settings. In addition, it was devised to find out whether foreign language skills matter in this regard. Subsequently, companies and institutions are called upon to establish a mechanism to cultivate a talent pool and identify potential leaders in this area.

A squeezed lemon or an appetizing olive? Exploring expatriate and repatriate talent management

PurposeThe purpose of this paper is to investigate Global Talent Management (GTM) approaches and praxis with a specific focus on global deployment goal congruence and alignment between expatriates and the organization, talent recognition, valuation and utilization of repatriates.Design/methodology/approachQualitative research in this paper entails interviews with 78 expatriates and repatriates across the globe, investigating their experiences with, perspectives on and perceptions of GTM praxis and approaches.FindingsFindings of this study revealed firstly, that there is incongruence and misalignment of goals in global deployment where organizational, financial goals prevailed over social and human-oriented goals. Secondly, a lack of global talent pools and pipelines where interviewees indicated that expatriate assignments (EAs) were typically reactionary without strategic forward thinking on talent management (TM), observable through organizations' focus on short-term return on investment (ROI) on EAs instead of long-term talent investments. Thirdly, there was little recognition and non-utilization of cross-cultural human capital and talents upon repatriation.Research limitations/implicationsThis study relied on self-reports of expatriates' and repatriates' perceptions of and experiences with GTM approaches. Future research should gather multi-actor, multiple-source data from expatriates and repatriates, senior leaders, line managers, GTM strategic business partners to gain more insight into GTM approaches and praxis.Practical implicationsOrganizations are recommended to conduct “Global Talent Management Open Strategy Formation” as the foundation of an evidence-based, integrative GTM architecture and praxis to ensure GTM effectiveness.Originality/valueThis paper contributes to the literature by advocating for sustainable, people-centric GTM to safeguard the longevity and sustainability of all members of the talent ecosystem.

Employee retention in post COVID scenario

The impacts of COVID-19 on employees and workplaces across the globe have been dramatic. There is a major shift in work practices and employees' mind-sets like working from home, virtual teamwork, social distancing, stress, and unemployment. Human resource is the active factor on which the success and failure of an organization are dependent and organizations are striving hardtop in maintaining and motivating a talented pool of employees to save on their cost, time, efficiency, and effectiveness. The present research aims to study the employee retention in the ITeS sector in the post-Covid scenario i.e., after the second wave when the turnover rate of employees was very high due to varied reasons like high demand for IT professionals, data security, and privacy, etc. Data was collected using a self-administered questionnaire, circulated through the mail, Google links, WhatsApp and LinkedIn. A graph-theoretical approach is used to analyze the retention of employees in the ITeS sector to obtain an employee retention index which helped in comparing the retention of employees within the industry and outside the industry.

Policy Forum: Technology and the Evolving Workforce

Globally, we are seeing record numbers of people leaving their jobs and in many cases making significant career changes. In tax, this is resulting in a shrinking talent pool, making it even harder to find people with the necessary skills to fill these gaps. At the same time, the requirements and demands imposed on tax professionals are increasing and expanding. In this article, the authors look at how tax technologists and technological solutions such as machine learning can help.

Talent Retention: Analysis of the Antecedents of Talented Employees’ Intention to Stay in the Organizations

Given the today’s hypercompetitive labour market and the lack of human capital and talents, which is exacerbated by the COVID-19 pandemic, retaining talented employees is a big challenge for organizations. Human resources managers generally know that recruitment of talented and high performing employees is crucial for survival and sustainable competitiveness. There is a lot of academic research and discussions on which factors are the most effective in talent retention. The aim of this study was to analyse the antecedents of talented employees’ intention to stay with the organizations with an accent on selected demographic characteristics. The research sample consisted of 391 respondents - employees who have been identified as organizational talents (possibly included in the talent pool, if such exists in the organization). Data was collected using a questionnaire which, in addition to demographic characteristics, contained statements focusing on individual aspects of remaining in the organization. One of the aims of the study is to find out the deeper connections between the examined variables - to find out how and why the variables are correlated with each other through factor analysis. In order to determine the significance of the factors, inference statistics methods such as the Bartlett’s Test of Sphericity, the Kaiser-Meyer-Olkin test and the principal component analysis (PCA) were used. The influence of significant independent variables (demographic factors - gender, age, education, position held and length of employment in the organization) on the value of extracted factors was examined by means of ANOVA (Analysis of Variance).

Team Branding Enhancement: The Role of Player-Team Brand Personality Alignment in Team Evaluation and Brand Equity

Although the primary purpose of signing players is to provide fans with the best on-field performance, players’ role in team branding is another important factor that needs to be considered. Furthermore, as teams are dedicating tremendous time and effort into scouting and with large talent pools available worldwide, teams can easily find players with similar on-field qualities but possess dissimilar brand personalities. Thus, the purpose of the current study is to investigate the role of player signing in team branding. Particularly, this study examined the effect of player-team brand personality alignment on team-related fan responses. The empirical evaluation was undertaken with data collected from an experimental study. The authors empirically demonstrated that player-team brand personality alignment positively affected overall team evaluation and customer-based team brand equity, with more pronounced result for unfamiliar teams. Our findings not only establish the vital role of players in teams’ branding strategies but also uncover when aligned brand personality is more influential in reinforcing brand meaning and shaping affective brand evaluations and customer-based brand equity. The results of the current study fill gaps in the literature and extend the body of knowledge in branding studies in general and sports team branding studies in particular.

Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning

This study conceptualises career maximisation and its consequences in the Indian Information Technology (IT) workforce, a globally significant non-Western talent pool. It examined how maximising tendency in career decision-making (MT-CD) mediated career satisfaction through two contrasting responses based on counterfactual reasoning―career regret (dysfunctional) and career adaptability (functional). The study comprised of two parts. In Study 1, scales for MT-CD and career regret were developed and initially validated using a 172 respondents’ dataset. In Study 2, data from 434 respondents were analysed for psychometric evaluation and further validation of scales along with determining hypothesised relationships. Two dimensions of MT-CD were identified―‘state of internal career ambiguity’ and ‘striving for career excellence’. Both attributes produced career regret (an aggregated measure of ‘corporate regrets’, ‘career choice regrets’ and ‘developmental regrets’ dimensions), decreasing career satisfaction. Only ‘striving for career excellence’ led to career adaptability, which subsequently increased career satisfaction. Altogether, career regret competed with career adaptability, supressing its positive indirect effect on maximising ITPs’ career satisfaction. This study expands the current empirical research on career maximisation into non-Western contexts, adding unique knowledge to the Indian IT workforce’s vocational literature.

A Preliminary Investigation into Online Recruitment in Developing Economies

The job market is particularly sensitive to the increasing pace of globalization and technological development. Against this changing backdrop, there has also been a rapid increase in the practice of online recruitment, with recruiters going on the Internet, especially social media, to seek and hire candidates for job positions. This not only allows them to accumulate a highly qualified pool of talent but it also ensures a smooth recruitment experience for the candidate. The result is a win-win situation that facilitates the swift and low-cost recruitment of candidates with the right service mindset who are ready to serve their new organizations. However, one challenge is presenting itself to the HR managers of both public and private service organizations, namely identifying the best candidates through a job application process that is inherently impersonal. Using Kuwait, a developing country, as a case study, this work examines the attitudes and perceptions of HR employees and managers concerning online recruitment. Keywords: Online recruitment, Recruitment, Human resource management, Perceptions.

A Shoe in the Door: Regulatory Writing Internships for Promoting Diversity and Building the Talent Pool

Demand for qualified medical writers is high and expected to continue to grow. With competition for experienced writers getting fierce, the need for alternative pools of talent has become evident. This article describes a pilot internship program developed at an independent clinical and regulatory consulting company designed to allow an alternate path for entry into the field of medical writing and to foster and retain talent. The internship will provide novice writers with relevant training, connections, and job experience to aid in attaining a position in regulatory writing. We discuss the challenges and opportunities discovered during the inaugural internship year and provide lessons for developing an internship program.

Metallogenic models as the key to successful exploration — a review and trends

Metallogeny is the science of ore and mineral deposit formation in geological space and time. Metallogeny is interdisciplinary by nature, comprising elements of natural science disciplines such as planetology to solid state physics and chemistry, and volcanology. It is the experimental forefront of research and bold thinking, based on an ever-growing foundation of solid knowledge. Therefore, metallogeny is not a closed system of knowledge but a fast-growing assemblage of structured and unstructured information in perpetual flux. This paper intends to review its current state and trends. The latter may introduce speculation and fuzziness. Metallogeny has existed for over 100 years as a branch of Earth Science. From the discovery of plate tectonics (ca. 1950) to the end of the last century, metallogeny passed through a worldwide phase of formally published ‘metallogenetic’ maps. In the last decades, a rapidly growing number of scientists, digitization and splendid new tools fundamentally boosted research. More innovations may be expected by the growing use of an evolving systematic ‘Geodata Science’ for metallogenic research by an increasingly global human talent pool. Future requirements for metallic and mineral raw materials, especially the critical natural elements and compounds that are needed for the nascent carbon-free economy, already drive activities on stock markets and in the resource industry. State geological surveys, academia and private companies embrace the challenges. The new age requires intensified metallogenic backing. In this paper, principles of metallogeny are recalled concerning concepts and terms. A metallogenic classification of ore and mineral deposits is proposed, and the intimate relations of metallogenesis with geodynamics are sketched (ancient lid tectonics and modern plate tectonics). Metallogenic models assemble a great diversity of data that allow an ever better understanding of ore formation, foremost by illuminating the geological source-to-trap migration of ore metals, the petrogenetic and geodynamic–tectonic setting, the spatial architecture of ore deposits and the nature and precise timing of involved processes. Applied metallogeny allows companies to choose strategy and tactics for exploration investment and for planning the work. Based on comprehensive metallogenic knowledge, mineral system analysis (MSA) selects those elements of complex metallogenic models, which are detectable and can guide exploration in order to support applications such as mineral prospectivity mapping, mineral potential evaluation and targeting of detailed investigations. MSA founded on metallogenic models can be applied across whole continents, or at the scale of regional greenfield search, or in brownfields at district to camp scale. By delivering the fundamental keys for MSA, supported by unceasing innovative research, the stream of new metallogenic insights is essential for improving endowment estimates and for successful exploration.