• DOI: 10.36948/ijfmr.2023.v05i06.8945
  • Corpus ID: 265230656

Recruitment Process Outsourcing over Recruitment Agencies in Talent Acquisition: A Literature Review

  • Sunita Tank
  • Published in International Journal For… 15 November 2023

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Recruitment process outsourcing: a literature review

  • Dr. Suresh Kumar Bhakhar et. al

Purpose – This paper aims to review research on recruitment process outsourcing to establish the current body of knowledge and, on this basis, to identify gaps in our understanding. This action will rationalize future research activities.

Design/methodology/approach – The study consists of a systematic review of 36 articles includes 21 refereed empirical papers, 3 review papers, 7 conceptual papers, 3 reports and 2 thesis on recruitment process outsourcing.

Findings – Five themes were identified: Recruitment Process Outsourcing (RPO), key motivators of recruitment process outsourcing, benefits and risks of RPO, effects of RPO on different stakeholders and RPO in India. It seems that there is lack of understanding concerning the concept of recruitment process outsourcing.

Research limitations/implications – This study may not have enabled a complete coverage of all

empirical articles in the field of Recruitment Process Outsourcing (RPO). Yet, it seems that the review process covered a large number of studies available.

Originality/value – To the best of the authors’ knowledge, no systematic literature review on this topic has previously been published in academic journals.

Keywords - Outsourcing, Literature review, Recruitment process, Key motivators, India, Stakeholders

Paper type - Literature review

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literature review on recruitment process outsourcing

Vol. 7 No. 2 (2019): March

Authors retain the copyright without restrictions for their published content in this journal. HSSR is a SHERPA ROMEO Green Journal . 

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A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS

Corresponding author(s) : kanagavalli g..

Humanities & Social Sciences Reviews , Vol. 7 No. 2 (2019): March Article Published : March 5, 2019

  • Authors Details

Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization.

Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018.

Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection.

Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society.

Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.

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An exploratory study on the impact of recruitment process outsourcing on employer branding of an organisation

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2016, Strategic Outsourcing: An International Journal

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literature review on recruitment process outsourcing

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The present paper reviews and summarizes the key findings of research on the connection of employer branding to employee recruitment with the prime focus of bridging the lacuna in extant literature, due to the inconsistency of aforesaid association across different contexts. Hence, building on social identity theory and job signaling theory, a content analysis of relevant research articles up to date was conducted. It is found that, more the organization/employer looks prestigious the more potentials will get attracted to the organization as being a member of it will improve the self-image too. Also found that, more the organizational attributes do match the personality / personalities of job seeks and communicate it properly, more the potentials will get attracted. The findings of the current review support the general notion that the congruence between individual identity and organizational identity plays a critical role in employer branding which in turn positive outcomes in the domain of recruitment

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In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers¿ brand signals; perceptions of the employers; brand investments; and perceptions of the employers; product or service brand portfolio.

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The present study tries of evaluate the effectiveness and challenges faced by adopting RPO practice in the India Hotel sector. The research objectives are driven from the purpose of the research which deals with distinct issues related to RPO and various perspectives of utilizing RPO. These objectives guided in identifying factors influencing the rationale for outsourcing the recruitment processes. The need for RPO has gained significance with the impact of organizational structure, stringent project deadlines, insufficient time for internal HR department for recruiting personnel, inefficiencies in integrating all stages of recruitment and expansion of geographies. The study is developed on building a theoretical framework which is prepared through analysing previous literature about outsourcing, and their utilization and efficiency in organizations. Mixed method approach has been followed to analyse with better validity and exploration of the context related to the effectiveness of...

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Purpose The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture. Design/methodology/approach This study examines the perceptions of human resources’ professionals and practitioners on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises, small business unit bank...

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Unprecedentedly, owing to globalization and technological evolution, a firm's ability to attract and retain talent is of greater concern in reaping competitive advantage. Under this view, firms are in the quest for robust techniques to attract and retain talent. Intriguingly, the concept of "Employer branding" has gained significant popularity among managers and researchers as a strategic tool to acquire and retain talent. The resource-based view of the firm signifies that employer branding is predicated on the understanding that human resources carry dramatic worth to the firm, and the management of human talent can prompt a reinforced competitive advantage. Notwithstanding, employer branding research has formed into a divided field with heterogeneous understandings of the employer branding idea furthermore, its extension, which has hindered further theoretical and empirical progression. To reinforce the establishment for future work, this article aims to review the extant literature to add insights from the human resource management perspective and to derive future research avenues. Bibliomatirc and citation analysis was performed to identify the most influential research articles in the domain of employer branding and to find out the notable research topics, themes, and clusters that have been studied to date. Based on the analysis, it is found that there are nine compelling clusters in the domain of employer branding that portrays the employer branding effectiveness viz, innovation, human resource development, corporate social responsibility, employee value proposition, social media, brand equity, strategic brand management, talent management and Psychological contract. Eventually, the research agenda on employer branding is provided.

IJAR Indexing

One of the key sources of competitive advantage today is taken to be talented human capital base. In lieu of the same, different firms have been seen to employ the generic marketing strategies to augment the complete employment experience. In this context, employees are viewed to be ‘Internal Customers’ and the ‘Job’ as a product, which the firm offers to its personnel. The practice of adherence to such marketing principles under the purview of human resource management, is today popularly christened as ‘Employer Branding’. Given the relevance that the firms today are laying on this concept and the committed efforts initiated by them towards becoming the ‘Employer of Choice’, is clearly reflective of the significance of this employee friendly strategy. Employer branding is thus defined as “a targeted, long-term strategy to manage the awareness and perceptions of employees, potential employees and related stakeholders with regards to a particular firm” (Sullivan, 2004). It is thus emerging as a potent tool to convey the ‘Employee Value Proposition’ to existent and plausible recruits. It would be interesting to note that due to such dedicated efforts by varied organizations (spanning versatile industries) the current and potential employees tend to form certain perceptions about the employer brand. This dissertation therefore aims to study certain relevant dimensions of employer branding and their subsequent impact on effectively attracting and retaining, employees. The focused group for collecting data entailed employees currently working in certain prominent IT giants and Business School students who are likely to enter the corporate sector in the upcoming days. A survey was conducted and a total of two hundred responses was collected for subsequent analysis. Further, exploratory factor analysis was undertaken using SPSS for reducing the identified dimensions into certain tangible and relatable factors. It was finally concluded that strategic employer branding has a direct (positive) implication on retaining critical talent pool. Also, branding and other pertinent advertising strategies employed by organizations facilitate in enhancing employer attractiveness for potential hires. Thus, the ‘Brand Promise’ which the employers of today are extending to their workforce, has been comprehensively discoursed in the paper.

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  1. Recruitment process outsourcing: a literature review

    Abstract. Purpose - This paper aims to review research on recruitment process outsourcing to establish the current. body of knowledge and, on this basis, to identify gaps in our understanding ...

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    Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job ...

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    Figure 3: Recruitment outsourcing process (Ume-Amen, 2010) 10 Appendices Appendix 1: Interview questions for Company X Appendix 2: Interview questions for Company Y ... The literature review presents a theoretical framework for the thesis covering the topics needed in order to answer the research question. The literature review first studies

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    1. HR Outsourcing Literature Review: Decis ions, Outcome and Its Future Research. Directions. Abstract. This study aims to systematically synthesize more than 20 years of human resource ...

  5. Recruitment process outsourcing: a literature review

    Abstract. Purpose - This paper aims to review research on recruitment process outsourcing to establish the current body of knowledge and, on this basis, to identify gaps in our understanding.This action will rationalize future research activities. Design/methodology/approach - The study consists of a systematic review of 36 articles includes 21 refereed empirical papers, 3 review papers, 7 ...

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    Recruitment process outsourcing (RPO) is rapidly expanding across the globe. However, understanding of its effects on job applicants remains limited. Using signaling theory, we examined the effects of recruiter characteristics, hiring firm reputation, and RPO on organization attraction in two experimental studies. Results showed significant main effects of recruiter competence, recruiter ...

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    However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among ...

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    Literature Review Recruitment Process Outsourcing emerged as an idea in the 1970s in the United States, as the demand for technical skills increased in high-tech firms, primarily information technology and manufacturing firms. Hiring costs for tracking external experts were rising, and at the time, RPO was only used to contribute

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    DOI: 10.36948/ijfmr.2023.v05i06.8945 Corpus ID: 265230656; Recruitment Process Outsourcing over Recruitment Agencies in Talent Acquisition: A Literature Review @article{Tank2023RecruitmentPO, title={Recruitment Process Outsourcing over Recruitment Agencies in Talent Acquisition: A Literature Review}, author={Sunita Tank}, journal={International Journal For Multidisciplinary Research}, year ...

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    those, 49% outsourced recruitment activities (Berklich, 2014). Overall, 40% of firms said that they would consider outsourcing a portion of the recruitment process in the future (Berklich, 2014). These findings demonstrate that RPO is currently being utilized fairly extensively in firms across the globe, and that its use will likely continue to

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    When a core HR function such as recruitment is outsourced it has some short- and long-term effects on the outsourcing company. The short-term effects usually deal with change management and the long-term effects with making the HR department more strategic (Conklin, 2005).

  12. Recruitment process outsourcing: a literature review

    Abstract. Purpose - This paper aims to review research on recruitment process outsourcing to establish the current body of knowledge and, on this basis, to identify gaps in our understanding.This action will rationalize future research activities. Design/methodology/approach - The study consists of a systematic review of 36 articles includes 21 refereed empirical papers, 3 review papers, 7 ...

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    paper is to review research on outsourcing of recruitment processes to establish the current body of International Journal of Advanced Science and Technology Vol. 29, No.02, (2020), pp. 3299-3325

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    For the systematic literature review, 69 articles from the Scopus and Web of Science databases were objectively analysed in this study. ... directly impacts cost efficiency and the firm's performance, suggesting that managers should consider outsourcing recruitment functions. [42, 45, 52, 55] Not only is payroll processing commonly outsourced ...

  15. A Systematic Review of Literature on Recruitment and Selection Process

    Literature was collected from 40 articles of a reputed journal from 2010 to 2018. Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications.

  16. PDF An Exploratory Study on Recruitment Process Outsourcing Impact on

    2.0 Literature Review: Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where employer outsources or transfers all or part of its recruitment activities to ... 2.4 Gaps in review of literature Ambler and Barrow (1996) explained that there is improvement in the performance of company through employer branding ...

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    2.0 Literature Review: Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where employer outsources or transfers all or part of its recruitment activities to an external service provider (Stroh and Treehuboff, 2003). RPO may involve the outsourcing of all or just part of recruitment functions and process.

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