Prof Molefe Maleka , Prof Juliet Townes, Dr Tatenda Marange
Abstract
The human resource management function significantly contributes to any business operation. However, acquiring suitable applicants to fill vacancies in these businesses can be challenging. Research into current recruitment practices is sparse. This research study aimed to investigate the nature of recruitment used by organisations within a developing country. This study adopted an interpretivist paradigm, descriptive research design, and qualitative research approach. In terms of the latter, researchers sought to extract in-depth information from the participants. Data were obtained from 60 participants directly involved in recruitment using semi-structured interviews. The researchers used descriptive analysis to summarise and interpret the quantitative data collected, with thematic analysis used to analyse the qualitative data. LinkedIn was found to be the leading social media platform for attracting younger candidates and expanding the talent pipeline. The researchers identified the following three themes discussed in further detail: the pros and cons of e-recruitment, the use of recruitment agencies, and the problems experienced during hiring decision-making. It was found that Human Resource Management practitioners should re-evaluate their approach to recruitment and embrace the role of change agents during the transition into the Fourth Industrial Revolution (4IR). Enhancing proficiency in e-recruitment, alongside improving decision-making and communication skills, is also critical. Thus, organisations are encouraged to revise policies to prioritise e-recruitment for its efficiency, despite the study’s limitation of using a cross-sectional research design that potentially provided a one-sided perspective.