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Abstract(s)
O presente trabalho pretende (1) descrever o modelo de recrutamento e seleção da Hays-Portugal; (2) identificar os motivos das rescisões por parte das empresas ou dos candidatos; e (3) sugerir alterações ao atual modelo de recrutamento e seleção.
Foi utilizado o método de investigação qualitativo case study porque os fenómenos estudados são contemporâneos e os dados recolhidos e analisados pertencem a um contexto real. Desta forma (1) foram registados e analisados dez processos de recrutamento e seleção e (2) foi recolhida e analisada informação de 221 rescisões e 2838 colocações, referentes a sete anos fiscais.
Os principais resultados são: (1) o modelo de recrutamento e seleção internacional da Hays não reflete todas as dimensões da prática. Foram identificados cinco momentos que incluem o modelo internacional e constituem os processos de recrutamento e seleção: contacto clientes; atração de candidatos; triagem e seleção preliminar; entrevistas no cliente; e integração e período experimental; (2) a maioria dos casos de turnover são voluntários (por vontade dos colaboradores) nas primeiras quatro semanas; (3) o conjunto mais relevante de motivos de turnover está relacionado com as expectativas não concretizadas formadas durante o processo de recrutamento e seleção. No turnover voluntário as expectativas formadas pelos colaboradores estão relacionadas com a empresa (ambiente de trabalho e relação estabelecida com os colegas e supervisores; situação atual da empresa) e com a função (ritmo e intensidade; número e tipo de tarefas; condições). No turnover involuntário as expectativas formadas pelas empresas estão relacionadas com os colaboradores (performance; competências e conhecimentos; enquadramento comportamental).
The present study aims to (1) describe the recruitment and selection model used by Hays-Portugal; (2) identify the turnover reasons given by companies or candidates; and (3) recommend changes to the current recruitment and selection model. The qualitative research method used was the case study because the studied phenomena are contemporary and the data collected and analyzed belongs to a real context. Thus (1) were recorded and analyzed ten recruitment and selection processes and (2) collected and analyzed information of 221 turnover cases and 2838 placements, referring to seven fiscal years. The main results are: (1) the Hays recruitment and selection international model doesn’t reflect all dimensions of practice. Five moments of the recruitment and selection model, that include the international model, were identified: client contact; candidate attraction; screening and preliminary selection; client interviews; and integration and probation period; (2) the majority of turnover cases are voluntary (candidates choice) and occurred during the first four weeks; (3) the most relevant set of turnover reasons is related to unmet expectations formed during the recruitment and selection process. In voluntary turnover, employees form expectations related to the company (working environment and relationship established with colleagues and supervisors; company’s current) and to the position (rhythm and intensity, number and type of tasks, conditions). In involuntary turnover, companies form expectations related to employees (performance, skills and knowledge; behavioral framework).
The present study aims to (1) describe the recruitment and selection model used by Hays-Portugal; (2) identify the turnover reasons given by companies or candidates; and (3) recommend changes to the current recruitment and selection model. The qualitative research method used was the case study because the studied phenomena are contemporary and the data collected and analyzed belongs to a real context. Thus (1) were recorded and analyzed ten recruitment and selection processes and (2) collected and analyzed information of 221 turnover cases and 2838 placements, referring to seven fiscal years. The main results are: (1) the Hays recruitment and selection international model doesn’t reflect all dimensions of practice. Five moments of the recruitment and selection model, that include the international model, were identified: client contact; candidate attraction; screening and preliminary selection; client interviews; and integration and probation period; (2) the majority of turnover cases are voluntary (candidates choice) and occurred during the first four weeks; (3) the most relevant set of turnover reasons is related to unmet expectations formed during the recruitment and selection process. In voluntary turnover, employees form expectations related to the company (working environment and relationship established with colleagues and supervisors; company’s current) and to the position (rhythm and intensity, number and type of tasks, conditions). In involuntary turnover, companies form expectations related to employees (performance, skills and knowledge; behavioral framework).
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Keywords
Recrutamento e seleção Motivos de turnover Expectativas Recruitment and selection Turnover reasons Unmet expectations