The study examined recruitment strategies and organizational performance in the hospitality industry in Nigeria. The main objective is to examine the effect of recruitment strategies on organizational performance in the hospitality industry in Nigeria. Literatures were reviewed in the context of conceptual review, empirical review and theoretical review. The study adopted a cross- sectional survey design to sample a fair representation of the target population. It made use of both primary and secondary data. Structured questionnaire was used to generate primary and five- point Likert scale and five hypotheses were drawn for the study. Interview was also conducted to corroborate responses gathered through questionnaire. Taro Yamane’s sample size formular for finite population was adopted by the study. The five hypotheses were tested using multiple regressions analysis at 0.05 level of significance and statistical packages for social science (SPSS) version 20 was used to analyze the descriptive data. Findings showed that, job advertisement, selection interview, referral and private employment agencies had positive and significant effect on organizational performance while host community recruitment did not show significant impact on organizational performance. Reason was that hotels in Nigeria have not recruited staff through the host community recruitment window in spite of its peaceful business ideals. Results from the regression analyses showed that job advertisement had a statistical significant effect on organizational performance with (coefficient =0.406, p=0.00<0.5), employee’s referral recruitment had a significant effect on organizational performance with ( coefficient =0.473, p=0.000<0.05), employment agencies also had significant effect on organizational performance with (coefficient = 0.4735,p=0.000<0.05), Selection interview demonstrated a significant effect on organizational performance with (coefficient =0.545, p=0.000<0.05) while host community recruitment did not have significant effect on organizational performance as shown by (coefficient =0.592, p=0.051>0.05). The study concluded that recruitment strategies significantly affect organizational performance in the selected hospitality firms. [...]
Table of Contents
CHAPTER ONE: INTRODUCTION
1.1 Background to the study
1.2 Statement of the problem
1.3 Research questions
1.4 Objectives
1.5 Research hypotheses
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitations to the Study
1.9 Operational definition of terms
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.0 Introduction
2.1 Conceptual review
2.1.1 Recruitment
2.1.2 Job Advertisement
2.1.3 Referral Recruitment
2.1.4 Private Employment Agencies
2.1.5 Selection Interview
2.1.6 Host Community
2.1.7 Organizational performance
2.2.1 Job Advertisement and Organizational performance
2.2.2 Private employment agency and organizational performance
2.2.3 Selection interview and Organizational performance
2.2.4 Employee Referral and Organizational performance
2.2.5 Host Community Employment and Organizational performance
2.2.6 Recruitment Strategies and Organizational performance
2.2.7 Conceptual Framework of the study
2.3. Theoretical review
2.3.1 The signaling theory
2.3.2 The matching theory
2.3.3 The system theory
2.4 Empirical review
2.5 Gap in literature review
2.6 Summary of reviewed literature
2.7 Profile of hospitality firms
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research design
3.2 Population of the study
3.3 Sample
3.4 Sample size determination
3.5 Sampling techniques
3.6 Research instruments
3.7 Validation of research instrument
3.7.1 Validity of research instrument
3.7.2 Reliability of research instrument
3.8 Method of data collection
3.9 Method of data analysis
3.10 Model specification
3.11 A priori expectation
CHAPTER FOUR: RESULTS AND DISCUSSION
4.1 Data Presentation
4.2 Data Analysis
4.3 Discussion of results
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendations
5.4 Contributions to Knowledge
5.5 Suggestion for further Studies
Research Objectives and Themes
The primary objective of this research is to evaluate the impact of various recruitment strategies on organizational performance within the Nigerian hospitality industry. The study investigates how specific recruitment methodologies contribute to workforce quality, employee efficiency, and overall organizational effectiveness.
- Analysis of the relationship between recruitment strategies and organizational performance.
- Evaluation of recruitment tools: Job advertising, referral programs, and private employment agencies.
- Assessment of the role of host community recruitment in the hospitality sector.
- Impact of selection interviews on employee competence and creativity.
- Investigation into how recruitment practices influence long-term organizational productivity and growth.
Excerpt from the Book
2.1.1 Recruitment.
Recruitment strategies connote the entire process of attracting job seekers with required credentials for the purpose of selecting them for employment into an organization (Hiew, 2013). In order to get competent workers for employment, appropriate strategies are adopted by the employing organization. Amongst the several recruitment strategies the study considered the following strategies; job advertisement, referral, private employment agencies, selection interview and host community recruitment model.
Recruitment and selection are twin concepts in human resource management. They are not mutually exclusive in the process of staffing an organization. This notion was supported by Jolaosho, et al., (2018). They argued that recruitment and selection were components of the same system that could be considered separately. However, both concepts were not mutually exclusive functions. In order to understand these concepts, the views of several management experts were examined.
Eromafuru (2016) defines recruitment as an activity or any practice carried out by an organization with the primary purpose of identifying and attracting potential employees in line with the company`s human resource plan. The process creates a bridge between planning and selection of new employees. He opines that, the traditional types of recruitment, such as, internal and external recruitment commonly adopted by managers have been supplemented by internet recruitment in recent times. External recruitment gives an organization the avenue to look beyond the immediate organization's environment to source for potential employees. It means recruiting candidates from outside the organization. External recruitment approach allows managers of organization to fill vacant positions through the means of advertisements in newspapers, private institutions, employee referrals, employment/professional agencies and unsolicited applications.
Chapter Summaries
CHAPTER ONE: INTRODUCTION: Provides the background and problem statement regarding recruitment challenges in the Nigerian hospitality sector, defining the research objectives and hypotheses.
CHAPTER TWO: REVIEW OF RELATED LITERATURE: Examines theoretical foundations—including signaling, matching, and system theories—and reviews empirical studies on recruitment strategies and organizational performance.
CHAPTER THREE: RESEARCH METHODOLOGY: Details the cross-sectional survey research design, population, sampling techniques, and data collection instruments used to conduct the study.
CHAPTER FOUR: RESULTS AND DISCUSSION: Presents the statistical findings, including correlation and regression analyses of how recruitment variables impact organizational performance.
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS: Synthesizes the main findings, offers final conclusions, and provides recommendations for hospitality operators regarding recruitment practices.
Keywords
Recruitment Strategies, Organizational Performance, Hospitality Industry, Job Advertisement, Employee Referral, Private Employment Agencies, Selection Interview, Host Community Recruitment, Human Resource Management, Employee Efficiency, Competence, Nigeria, Organizational Effectiveness, Personnel Selection, Recruitment Process
Frequently Asked Questions
What is the core focus of this research?
The research examines the effectiveness of various recruitment strategies and their influence on organizational performance within the hospitality sector in Nigeria.
What are the primary recruitment strategies discussed?
The study focuses on five main strategies: job advertisement, referral recruitment, the use of private employment agencies, selection interviews, and host community recruitment approaches.
What is the ultimate goal of the study?
The primary goal is to determine how adopting structured recruitment strategies leads to better employee performance and, consequently, higher organizational success and competitive advantage.
What scientific methods were employed?
The study utilized a cross-sectional survey research design, gathering data through structured questionnaires and interviews, analyzed via multiple regression analysis and SPSS.
What is covered in the main body of the work?
The work covers a detailed conceptual and theoretical review of recruitment, empirical evidence from previous studies, a comprehensive methodological framework, and a statistical analysis of the findings from fifty selected hotels.
Which keywords define this academic work?
Key terms include recruitment strategies, organizational performance, hospitality industry, human resource management, and organizational effectiveness.
How does host community recruitment affect hotel performance in the study?
The findings indicate that, contrary to some expectations, host community recruitment did not show a statistically significant positive impact on organizational performance in the studied hotels, as many firms had not effectively integrated this approach.
Why are recruitment agencies considered important in the study?
The study identifies them as professional intermediaries that assist in matching labor demand and supply, which helps hotels obtain qualified staff in a competitive environment.
- Quote paper
- University Ovuokeroye Edih (Author), 2021, Recruitment Strategies and Organizational Performance in the Hospitality Industry in Nigeria, Munich, GRIN Verlag, https://www.grin.com/document/1161839
