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| Type | Master's Thesis |
| Scope | Discipline-based scholarship |
| Title | Employee Socialization: Conclusion for Recruitmen Strategies |
| Organization Unit | |
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| Language |
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| Institution | University of Zurich |
| Faculty | Faculty of Economics, Business Administration and Information Technology |
| Date | 2014 |
| Abstract Text | Attracting talents to an organization has become a major point of competition because the success of an organization is determined to a significant extent by their workforce. Having the right workforce represents an important competitive advantage to an organization. Hence the decision whom to recruit is one of the most important questions that an organization needs to address (Breaugh, 2013, p. 396). However, knowing who the target employees are is only the first step of a successful recruitment strategy. The most delicate task is how to attract the target employees and how to retain them. A valid recruitment strategy for targeting applicants with specific characteristics is targeted recruitment. Targeted recruitment is concerned with attracting the attention of exactly those people that an organization aspires to employ. There is a wide range of recruitment methods which may differ significantly in terms of their results. Many researchers have analyzed the effects of recruitment methods and strategies on applicant pool characteristics (e.g. Newman & Lyon, 2009; Walker et al., 2013; Casper, Wayne & Manegold, 2013; Cable & Yu, 2006; Dineen & Williamson, 2012) and on post-hire outcomes (Breaugh 1981, Caldwell & Spivey 1983). Breaugh (1981) showed that the sources through which employees are recruited are related to subsequent job performance, absenteeism, and work attitudes. However, the practices of recruitment strategies have changed considerably with the introduction of web-based technologies. E-Recruitment has not only become a new widely researched subject in the field or recruitment research but it has become common practice for most companies. Findings of previous studies directed at recruitment sources are no longer up-to-date because of changed practices. Attracting those people who will present a good person-job and person-organization fit is a major challenge for recruitment because in the end it is all about retention. A good person-job fit can be anticipated to a certain extent by prospective employees with the help of Realistic Job Previews (RJP). The concept of RJP has been given a great deal of research attention (e.g. Meglino, Ravlin & De Nisi, 1997; Wanous 1973; Buckley, Fedor, Veres, Wiese & Carraher, 1998; Earnest, Allen & Landis, 2011). RJP were associated with higher job survival, in particular through adapting newcomers’ initial expectations (Wanous, 1973). Once an organization successfully attracted the right talents, they are presented with the challenge to retain them. The organization is keen to retain those employees who present a good person-organization fit. They help to foster the organization’s culture which may ultimately lead to increased productivity. Furthermore, if they fit in well and are happy to be a part of the organization, they also have an interest to stay which makes it easier for the organization to retain them. A good person-organization fit results when employees fit well into an organization’s culture (Van Vianen & De Pater, 2012, p. 141). Newcomers have to go through a process of socialization in order to assimilate to the organization’s culture. Organizational socialization is regarded as „the process by which an individual acquires the social knowledge and skills necessary to assume an organizational role“ (Van Maanen & Schein, 1979, p. 211). Researchers have been trying to explain successful socialization with numerous factors which may have an effect on it (e.g. Cable & Parsons, 2001; Bauer, Bodner, Erdogan, Truxillo & Tucker, 2007; Song & Chathoth, 2010; Takeuchi & Takeuchi, 2009; Chao, 1997; Kim, Cable & Kim, 2005; Cable, Gino & Staats, 2013; Korte, 2010; Chang, Chi & Chuang, 2010; Korte & Lin, 2012; Commeiras, Loubes & Bories-Azeau, 2013). However, to our knowledge, there is still a lack of research on the effects of recruitment strategies on employee socialization. This thesis argues that having a workforce that presents a competitive advantage to the organization can be achieved by attracting and recruiting employees who present a good person-organization and person-job fit and successfully undergo the process of organizational socialization. This is due to the fact such a workforce is stable, productive and enriching for the organization’s culture. |
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