Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management

Rudolph, Cort W.; Toomey, Eileen; Baltes, Boris B.

doi:10.1057/978-1-137-46781-2_25

Cited by 16 publications

(14 citation statements)

References 106 publications

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“…hence, preference is to hire low or unskilled foreign labour on low wages; however, unskilled foreign labour should merely be hired to substitute unskilled local labour, since foreign labour who could really contribute to the long term growth of Malaysia should be those educated and highly skilled foreign labour https: //doi.org/10.15405/epsbs.2020.10.02.3 Corresponding Author: Claudia Lau Selection and peer-review under responsibility of the Organizing Committee of the conference eISSN: 2357-1330 34 (Cheong, 2017). Managers perceived that by increasingly hiring older workers to fill the labour gap can create expected management challenges for themselves, such as to implement and manage the recruitment and training of older workforce (Rudolph et al, 2017). Radford, Chapman, Bainbridge and Halvorsen (2018) advised organisations to take proactive responsibility for their policies regarding the attraction and retention of both young and old workers.…”

Section: Implication and Contributionmentioning

confidence: 99%

Intention To Hire Older Workers: A Predictive Model

Lau¹

2020

European Proceedings of Social and Behavioural Sciences

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Section: Implication and Contributionmentioning

confidence: 99%

Intention To Hire Older Workers: A Predictive Model

Lau¹

2020

European Proceedings of Social and Behavioural Sciences

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“…Recruitment success is based on finding individuals with the best qualifications, skills, and expertise to deliver the corporation targets as well as the ability to make an effective and positive contribution to the organization values and objectives. Rudolph et al (2017) classified some of the problems that affect recruitment and selection process such as the increased pressure for employment, recruitment, and delegation of the recruitment function and the utilization of informal sources. Lin et al (2017) argued that the most widespread problem in the recruitment and selection process are weak Human Resource strategies.…”

Section: H3mentioning

confidence: 99%

Exploring the link between employee commitment, recruitment process, and performance of internal supply chain of manufacturing firms in UAE

Alansaari¹,

Yusoff²,

Ismail³

2019

10.5267/j.uscm

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This paper investigates the impact of employee commitment as well as the recruitment process on the performance of internal supply chain. Additionally, the current study is intended to investigate the mediating role of the recruitment process on the relationship between employee commitment and firm supply chain performance. The main objective behind any recruitment process is to recruit committed employees to help a firm enhance the performance of the organizations. Therefore, the current study is carried out to fill a gap by exploring the relationship between recruitment processes, employee commitment, and firm supply chain performance. To achieve the research objective, the study has analyzed the data gathered from 284 mangers of manufacturing organizations of United Arab Emirates. 284 questionnaires out of 550 are found useful, so the response rate is 52 percent. The structural equation modelling using AMOS is used to analyze the data. The results of the study show an agreement with the results of the hypotheses. The direct relationship between commitment types and firms' internal supply chain performance, and between recruitment process and firms' internal supply chain performance are found positive and significant. The results of the study will be helpful for HR practitioners, operation managers, researchers, and policy makers in understanding the impact of employee commitments and recruitment process on internal supply chains' performance of manufacturing firms.

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“…Recruitment success is based on finding individuals with the best qualifications, skills, and expertise to deliver the corporation targets as well as the ability to make an effective and positive contribution to the organization values and objectives (CIPD, 2009). Rudolph et al (2017) classified some of the problems that affect recruitment and selection process such as, the pressure increases for employment, recruitment, and delegation of the recruitment function and the utilization of the informal sources. These problems are unfortunately the result of an inappropriate usage of the job description and the standard of employee requirements in the recruitment program.…”

Section: Recruitment Process and Organizational Performancementioning

confidence: 99%

The mediating effect of employee commitment on recruitment process towards organizational performance in UAE organizations

Alansaari¹,

Yusoff²,

Ismail³

2019

10.5267/j.msl

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The primary objective of this paper is to investigate the impact of the recruitment process on the organizational performance. It has been hypothesized in this study that an effective recruitment process could enhance the organizational process. After critically reviewing the literature, the study finds employee commitment as a key factor which affects the relationship between recruitment process and organizational performance. Therefore the second objective of the current study is to investigate the mediating role of employee commitment in the relationship between recruitment process and organizational performance. The data is collected from 247 employees of Fujairah National Group of UAE and the structural equation modeling using AMOS is used to analyze the data. The findings of the study show a great deal of agreement with the results. The findings of the study will be helpful for HR practitioners, policymakers and researchers in understanding the relationship between employee commitment, recruitment process, and organizational performance.

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Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management

Cited by 16 publications

References 106 publications

Intention To Hire Older Workers: A Predictive Model

Intention To Hire Older Workers: A Predictive Model

Exploring the link between employee commitment, recruitment process, and performance of internal supply chain of manufacturing firms in UAE

The mediating effect of employee commitment on recruitment process towards organizational performance in UAE organizations

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