Date
1-16-2025
Department
Graduate School of Business
Degree
Doctor of Business Administration (DBA)
Chair
William Adams
Keywords
Business, Human Resources, Portland, Hospitality
Disciplines
Human Resources Management
Recommended Citation
Sisneros, Kenneth R., "The Impact of Recruitment and Selection Strategies on Organizational Performance and Employee Productivity" (2025). Doctoral Dissertations and Projects. 6422.
https://digitalcommons.liberty.edu/doctoral/6422
Abstract
Formalized labor management and practices, such as employee recruitment and selection, are among the core functions of any organization's human resource department. While human labor has seen significant milestones since World War II, HR managers struggle to identify the best strategies to use in recruiting and selecting applicants in the midst of increased demand for high-quality hires in most organizations. As such, this flexible, qualitative case study research aimed to examine the relationship between selection and recruitment strategies and the performance of organizations in the hospitality industry. In particular, the case study sought to explore the recruitment and selection techniques used by HR managers within the hospitality industry in Portland, Oregon, and examine how an organization’s recruitment and selection strategies impact its ability to hire the best employees, its financial performance, employee turnover, and employee satisfaction. As a result, the study sought to understand the specific recruitment and selection strategies that result in better and higher-quality hires and whether using multiple recruitment and selection strategies improves the quality of hires. The researcher included a total of 24 participants. Data were collected via structured interviews with hotel sector specialists, specifically focusing on recruiting strategies and challenges. Thematic analysis was used to detect, evaluate, and report patterns in the dataset. Interpreting these themes required careful evaluation of the context given by the participants. The study identified five major topics that provided insight into recruiting and selection methods in the Portland, Oregon, hotel business: organizational-specific hiring strategy, prioritizing entry-level positions, cost-effective hiring, the impact of external factors on recruiting and retention, and data-driven decision-making in recruitment. The study findings showed that organizations enhance their recruitment procedures by embracing technology-driven solutions such as applicant tracking systems (ATS) and artificial intelligence techniques that streamline candidate screening processes, leading to expedited recruitment timelines, reduced time-to-fill positions, and a more efficient review of candidate credentials. Besides, organizations should invest in personnel development and provide a positive onboarding experience by establishing mentoring programs, implementing comprehensive training initiatives, and designing clear career development paths for entry-level workers. Again, organizations should leverage data analytics to measure the return on investment (ROI) of various recruitment channels and techniques, thereby informing resource allocation decisions. Besides, organizations must adapt their recruitment approaches to address external factors such as city attractiveness and safety concerns, directly influencing candidate pools and retention rates. Lastly, organizations should incorporate data-driven decision-making into recruitment processes that enhance the effectiveness of application strategies.
