Battling the war for talent: An application in a military context.

B.H.J. Schreurs, F. Syed

Research output: Contribution to journalArticleAcademicpeer-review

Abstract

Purpose - The purpose of this paper is to introduce a comprehensive new recruitment model that brings together research findings in the different areas of recruitment. This model may serve as a general framework for further recruitment research, and is intended to support Human Resource managers in developing their recruitment policy. To highlight its utility, how the model can be applied to describe the recruitment process of the military is exemplified.

Design/methodology/approach - The model is developed based on an extensive search for published studies on employee recruitment and on the efforts of the members of the NATO Task Group on Recruitment and Retention of Military Personnel.

Findings - The model proposes that individuals' cognitions (beliefs, perceptions, expectations) influence job pursuit behavior, via influencing job pursuit attitudes and intentions. Individuals' cognitions are shaped by information about job and organizational characteristics. Job/organizational information can be obtained from sources that are or are not under the direct control of the organization. Finally, several inter-individual difference variables (e.g. values, needs) are proposed to moderate the relationships depicted in the model.

Originality/value - The model extends previous recruitment models through its integrated focus on both the applicant's and organization's perspective, its recognition of the multiphased nature of recruitment, and its applicability to real-life recruitment contexts.

Original languageEnglish
Pages (from-to)36-59
Number of pages24
JournalCareer Development International
Volume16
Issue number1
DOIs
Publication statusPublished - 1 Jan 2011

Keywords

  • Career development
  • Corporate image
  • Recruitment
  • PERSON-ORGANIZATION FIT
  • REALISTIC JOB PREVIEWS
  • WORD-OF-MOUTH
  • FIRM REPUTATION
  • APPLICATION DECISIONS
  • SYMBOLIC ATTRIBUTES
  • RECRUITING OUTCOMES
  • INFORMATION-SOURCES
  • PLANNED BEHAVIOR
  • SELF-SELECTION

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