טכניון מכון טכנולוגי לישראל
הטכניון מכון טכנולוגי לישראל - בית הספר ללימודי מוסמכים  
M.Sc Thesis
M.Sc StudentDavid Fridman
SubjectThe Relation between the Contextual Factors and the
Recruitment Practices within High-Tech Companies
in Israel
DepartmentDepartment of Industrial Engineering and Management
Supervisor Mr. Harel Gedaliahu (Deceased)


Abstract

relationship between the factors of recruitment practices, in terms of external and The main goal of the research is to present preliminary information about the organizational characteristics and the quantity of applicants and recruits attracted to the organization. This study emphasis on the technological and high-knowledge firms, were the Human Resources are one of the organizations most important resources.



This research offers an initial integration, between the different variables that compound the recruiting process and the ability of recruiting human capital in a high demanding epoch that was characterized with enormous shortage of qualified workers. Moreover, this research implied about the relations between the recruiting process and the corporate image of the organization. We examine recruiting process as a criterion of application and employment time and not as post hire consequences. This helps us to inspect the connections between the defined recruiting process and actions on the entrance of employees the organization, based on the organizations reports. We hypothesized that organization that defined distinct recruiting strategy would have a higher effectiveness in their organizational recruiting process. The results indirectly suggest a positive correlation with workers enrolment.


Although the finding of the research brings the first proof to the formulated assumption, at the same time the framework of this study did not enable us to prefer significant variables, and did not enable us to completely conclude the direction of the influence. Only after analyzing the data received, it was facilitate to assess the variables relativity and ability to predict the dependent variables. However, practically the findings are relevant to the HRM recruiting work, and contribute to identification significant variables for future research. The conclusion of the research highlight the existence of differential recruiting methods, emphasize the importance the role of organizational recruiting strategy.