Two-way recruitment: research on current practices and future potential
Burzdžiūtė, Karolina (2021)
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021111620372
https://urn.fi/URN:NBN:fi:amk-2021111620372
Tiivistelmä
Numerous enterprises are dealing with talent shortage issues. Therefore, effective ways of talent attraction and retention are needed in a competitive employment environment as it is nowadays. In order to have a competitive advantage in a so called ‘war for talent’, companies are adapting various strategies. One of them, two-way recruitment is an employee-centric approach, which emphasizes that both, employer and employee hold equal power over the choice regarding the employment. Hence, this approach is supposed to contribute well into solving the before mentioned problems.
This study aimed to gain a deeper insight on the phenomenon by evaluating how two-way recruitment is implemented at the time being. In addition to that, the goal was to provide the stakeholders of recruitment with recommendations that would lead to benefitting from concept adaptation the most.
Thus, in order to reach the objectives, the survey was carried out. All in all, it has received 104 responses from people with differing backgrounds. Results have revealed that two-way recruitment concept is still on its growth phase. However, concept-related practices were observed quite frequently by individuals with university degree and relatively long work experience. Also, employer’s ability to adapt them was mostly seen in a good light.
What is more, the study has indicated a high number of passive job seekers: people are observing further career possibilities or are open for alternative employment opportunities. Recruiters are advised to take this fact into consideration. Therefore, two-way recruitment framework was developed, which provides guidelines and is followed by further advice. In general, employers are recommended to adapt this two-way approach to the recruitment philosophy, because it is cost-efficient but, at the same time, can bring vast positive outcomes.
This study aimed to gain a deeper insight on the phenomenon by evaluating how two-way recruitment is implemented at the time being. In addition to that, the goal was to provide the stakeholders of recruitment with recommendations that would lead to benefitting from concept adaptation the most.
Thus, in order to reach the objectives, the survey was carried out. All in all, it has received 104 responses from people with differing backgrounds. Results have revealed that two-way recruitment concept is still on its growth phase. However, concept-related practices were observed quite frequently by individuals with university degree and relatively long work experience. Also, employer’s ability to adapt them was mostly seen in a good light.
What is more, the study has indicated a high number of passive job seekers: people are observing further career possibilities or are open for alternative employment opportunities. Recruiters are advised to take this fact into consideration. Therefore, two-way recruitment framework was developed, which provides guidelines and is followed by further advice. In general, employers are recommended to adapt this two-way approach to the recruitment philosophy, because it is cost-efficient but, at the same time, can bring vast positive outcomes.