Identifying Critical Requirements for Successful Recruitment Practices in Wellington’s Small IT Firms

<p>This paper explores the needs of small IT firms in Wellington related to staff recruitment and retention. It identifies the critical factors that influence the location, sourcing and matching of candidates’ and their skills and behavioural qualities to the strategic technical, business and human resource management needs of these firms. Successful recruitment into Wellington’s IT industry is a critical sustainable growth factor for many small IT firms. Wellington is considered to be a national hub for the IT services sector. Limits in small firms’ ability to spend for recruitment and salary hamper their productivity and growth due to competition for talent in the sector. Innovations to solve the shortage related problems are taking place. Three alternative approaches are proposed that could contribute to a more stable equilibrium between supply of and demand for skilled IT professionals in Wellington.</p>

Identifying Critical Requirements for Successful Recruitment Practices in Wellington’s Small IT Firms

<p>This paper explores the needs of small IT firms in Wellington related to staff recruitment and retention. It identifies the critical factors that influence the location, sourcing and matching of candidates’ and their skills and behavioural qualities to the strategic technical, business and human resource management needs of these firms. Successful recruitment into Wellington’s IT industry is a critical sustainable growth factor for many small IT firms. Wellington is considered to be a national hub for the IT services sector. Limits in small firms’ ability to spend for recruitment and salary hamper their productivity and growth due to competition for talent in the sector. Innovations to solve the shortage related problems are taking place. Three alternative approaches are proposed that could contribute to a more stable equilibrium between supply of and demand for skilled IT professionals in Wellington.</p>

How to Ensure the Effectiveness of Corporate Onboarding Programs Today and Tomorrow

The article summarizes the results of a comparative study of the eff ectiveness of popular measures included in corporate onboarding programs in foreign and Russian practice. Data are presented confi rming the positive impact of a structured and balanced onboarding process on staff recruitment and retention, indicators of engagement and performance. Along with this, there is a discrepancy between the requests of applicants and employees and the perceptions of employers when managing onboarding. It substantiates recommendations on expanding the practice of socializing new employees, introducing them to the norms of corporate culture, introducing separate tools for communication, conducting joint events, lengthening onboarding programs and their personalization, and using niche training and microtraining during the adaptation period. The necessity of refl ecting in the onboarding programs changes in the structure of the workforce, including “alternative workforce” is emphasized.

Meeting Multiple Policy Imperatives: Encouraging and Discouraging People with Criminal Records to Work as Care Workers in Social Care: A Scoping Review

Social care policy-making seeks to address longstanding staff recruitment and retention problems but also to protect vulnerable clients from harm. Internationally many states have policies requiring disclosure of conviction histories by applicants seeking work with vulnerable populations. Policies also seek to encourage rehabilitation of people with offending histories, particularly in countries with high employment. This article presents and discusses the policy implications of a scoping review conducted in 2019 to explore evidence of current practice in employing people with criminal records as care workers in social care and the potential to recruit new staff from this group. The literature contains limited evidence about the effectiveness of policies inhibiting or facilitating social care work by people with criminal records. Further research should clarify policy contradictions, identify barriers and facilitators in different parts of the care sector to employment and protection, while holistic evaluation of initiatives in this area is needed.

Library staff recruitment and retention for managerial positions in Vietnam

Purpose This paper aims to conduct an exploratory research of recruitment source and professional staff retention for succession planning, as well as suggests some experiences of keeping qualified staff in Vietnamese libraries. It stems from the context of academic and public libraries in the Mekong Delta region, Vietnam. Design/methodology/approach This research draws on transformational leadership theory initiated by Burns (1978) and expanded by Bass (1985). It was conducted through a multi-method case study approach at 13 public and 4 academic libraries in the Mekong Delta, Vietnam. Data collection consisted of an online survey with 162 responses and 23 in-depth semi-structured interviews. Findings Research result indicates that staff recruitment for managerial positions in Vietnamese libraries is mainly from within the organisation. Staff retention relies on differing factors, of which salary was considered the most important by several participants. However, succession planning itself may be a good way to keep qualified employees who would like to be promoted. For those employees attracted by high salaries rather than future managerial positions, supplemental income is believed to be a possible solution. Research limitations/implications A larger research coverage will be suggested to further research, so as to get further information about staff recruitment and how to retain qualified staff in Vietnamese library settings. Practical implications This study aims to benefit library leaders by providing good insights into which recruitment source is suitable to look for qualified staff for managerial positions in Vietnam. Most importantly, the research would inform library leaders and the local government in the Mekong Delta of the possible reasons for staff turnover. This study also helps to raise library leaders’ awareness of how to retain their qualified professional employees within a highly dynamic environment. Originality/value This research contributes to literature about qualified staff recruitment and retention in an Asian country context, which has not been discussed so far. It also helps to raise awareness of library leaders about applying some practical strategies, including succession planning, into retaining managing employees in their organisations.