Recruiting and Retaining Employees Despite the fact that organizations are all diverse, their general mission and objective is to recruit and retain professional personnel. They undertake this aspect by implementing and executing innovative approaches and strategies. The purpose of this study is to cultivate an understanding of the elements linked with staffing and retaining of personnel in organizations through analyses of published research studies obtained in the literature. In this particular paper, a methodical examination of articles published in the period between 2005 and 2015 was conducted and those that precisely place emphasis on recruitment and retention approaches in organizations. Importance of these articles was to discover and examine pioneering or inventive recruitment and retention approaches in organizations. Discoveries from these articles offered businesses and corporate organizers with information that was essential and was required to make decisions concerning recruitment and retention to improve employability at places of work (Khattak & Rehman, 2014).

Introduction

The recruitment and retention of employees is a developing purpose in the corporate realm. With the growth and increase in globalization, there has been a drastic change in the business setting. For this reason, it is imperative for organizations to ascertain the manner in which it can retain workers. Fresh and novel initiatives for recruitment and retention are necessitated to enhance the quality levels and the professional behaviors of the personnel at workplaces. However, this cannot be attained devoid of a well-made and designed procedure for recruitment. Recruitment that is effective and productive is a basis for talent management and supervision program. Organizations execute effective human resource approaches in order to be able to compete in the global marketplace. The retention of personnel is an imperative aspect to business organizations. There are numerous direct and indirect expenses that are linked with the turnover of employees. Management practices that are concerned with and focused on employees enhance and boost the behaviors of the personnel at the workplaces (Kijpokin, 2013). The main purpose of this paper is to offer a report with regards to papers that have been published in popular research journals. In this particular paper, a methodical examination of articles published in the period between 2005 and 2015 was conducted (Khattak & Rehman, 2014).

Proper recruitment and retention methods and approaches that are suitably planned enhance organizational culture and guarantee the future performance of the company. It has been additionally concluded that strategic human resource undertakings can bring about competitive advantage. These SHR practices cultivate and advance organizational leaders. Retention strategies that are effective are significantly linked with systematized package retention ingenuities (Allen et al., 2010). Methodologies that take into account several factors have a substantial role to play in staffing (Ngozi et al., 2011; Khattak & Rehman, 2014).

Organizational recruiting and employee retention

The recruitment and retention of employees is centered on the cultivation of strategic aims and purposes, proper planning of procedures and well-timed progression. Nevertheless, the whole nature of planning and its intricacy is reliant on the organizational culture, structure, company setting, size of the firm and the nature of the business. In accordance to Boxall et al., (2007), there are five different questions which ought to be put into context and taken into account in order for an established recruitment approach or method to survive. The queries to be considered include who ought to be recruited, where this recruitment ought to take place, when to recruit, the sources that ought to be used and the messages that should be communicated. Companies should create advance recruitment strategies that are distinct to the resources that they have to their availability and the dynamics of the organizational changing aspects. The analysis of themes indicates that there is a relationship of practice knowledge with recruitment and retention of employees.

Problems and concerns regarding retention start right from the process of recruitment and selection (Jonathan et al., 2006). It is imperative to note that the approaches to recruitment and retention of personnel differ and vary from one nation to another and also from one industry to another (Benjamin and Ahmad, 2012). It is essential that companies ought to come up with procedures for recruitment and retention on the basis of their organizational culture and also the ability of the company to deal with the decrease in the group of new and fresh recruits. Drews et al., (2009) came to the conclusion that a multi-level method is decisive for a fruitful recruitment and retention practice. The role of the human resource...

Some of the roles of the department include the application of HR conceptions, philosophies, practices and employment laws, guiding principles and procedures associated to ascertaining, appealing, realizing and picking applicants for competitive available positions. The department is also expected to control situational issues and difficulties and challenges that are specific to the industry and to guarantee stability between the human resource plan and the business plan.
Appropriate and suitable HRM and HRD will offer a tactical advantage or benefit to the business (Nazim-ud-Din, 2010). The retention of employees is deemed to be more significant. Inspiring and boosting training programs, individual growth, foundation of mentoring programs, utilizing the talents of the personnel and career management, sociable and satisfying work setting, tractability and enablement or liberation are all strategies that can be used to retain employees. A proper working relationship between the employer and the employee can aid in retention as well (Maria de Hoyos and Anne, 2011).

Another significant aspect that plays a massive role in recruitment is technology (Hudon, 2011). With the advancements in information technology, the companies are able to find and recruit individuals who are talented and have superior expertise by making use of strategies that are internet based and also e-recruitment methods. However, it is imperative to note that the methods of recruiting as well as human skills are more integral and significant compared to the technology being used for the reason that e-recruitment is not a tool for selection. The level of technology only helps in recruitment. Large companies and multinational corporations depend on e-recruitment though there are a number of legal issues that are present in this method (Piotrowski and Armstrong, 2006). Human Resource managers ought to gain an understanding of the demands, objectives and worries associated to the development and management of an e-recruitment procedure to reduce legal problems and concerns. The procedure ought to provide support to the company's strategic plan (BLR, 206). The whole idea of electronic or cyber recruitment is still new and plenty of determinations are needed to cultivate, sustain and utilize electronic recruitment to prevent any legal concerns or disputes. Taking all of this into consideration, it can be deemed that HRM is a process that is subtle and delicate.

Employee Recruitment and Retention: Issues to consider

According to a study undertaken by Lubna et al. (2014), the reliability and honesty of the recruitment and retention of personnel is the idea and conception that these two aspects are not two individual procedures but are more of an activity that is unified. The following are issues that ought to be considered when it comes to the recruitment and retention of employees.

Employment Costs:

The firms ought to make considerations of the financial outlays incurred in the employment of new personnel as well as other expenses incurred during the recruitment process. More so, there is a need to calculate and ascertain the total cost incurred for a new employee being recruited. The organization also has to consider its reputation in the marketplace. The total financial costs signify the importance of a recruitment process that is well-designed (Lubna et al., 2014).

Smart Salary Package:

Another aspect to consider is that a proper amount of money ought not to be the only reason for employment, but also should not be a cause to disregard exceptional talent eagerness. For example, if the current general salary on the market is about $30,000 and an organization makes an offer of $31,000 for the individual they want to recruit, it would make sense. In a simple manner, if an organization finds an individual to link their purposes well, then they ought to ensure that they have a satisfactory salary. According to a survey undertaken in the United Kingdom in the past twenty years or so, results indicate that in all classifications of jobs, the benefits and salaries of the employees are considered to be the most important. This does not imply that organizations should always pay more or higher, it simply implies that they should have a payment that is enough or satisfactory (Mohlala et al., 2012; Lubna et al., 2014).

Time and Attention:

It is important for managers to make time to communicate and interact with new recruits when they join the company. The new members of a company have better performances when their concerns are taken into consideration and managers pay attention to their concerns and needs. The managers who do this know and understand the importance of the new recruits as they are a long-term investment to the company (Lubna et al., 2014).

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