Recruiting sources in the public sector: A qualitative study on internal and external recruiting.

This qualitative study examined the impact of recruitment sources in the public sector, using inhouse internal recruiters or by outsourcing to external recruiters. Through nine semi- structured interviews with representative internal and external recruiters insights from a practical level where gleaned. Theoretical insights were used, such as the ASA model, theories involving person-environment fit and challenges in recruitment to indicate the research gap and to develop theoretical contributions together with the practical insights. The research led to several theoretical contributions. The first highlighted the contemporary challenges recruiters deal with, especially the tight labor market. Additionally, inefficient HR departments and the role of the vacancy holder or client also cause hinderance. The second contribution addressed the ‘public sector worker’-type, indicating the increased willingness to work for the public sector, however, there are limited (suitable) people...Show moreThis qualitative study examined the impact of recruitment sources in the public sector, using inhouse internal recruiters or by outsourcing to external recruiters. Through nine semi- structured interviews with representative internal and external recruiters insights from a practical level where gleaned. Theoretical insights were used, such as the ASA model, theories involving person-environment fit and challenges in recruitment to indicate the research gap and to develop theoretical contributions together with the practical insights. The research led to several theoretical contributions. The first highlighted the contemporary challenges recruiters deal with, especially the tight labor market. Additionally, inefficient HR departments and the role of the vacancy holder or client also cause hinderance. The second contribution addressed the ‘public sector worker’-type, indicating the increased willingness to work for the public sector, however, there are limited (suitable) people available. Furthermore, the results show that public sector workers are characterized by specific competencies and motivations related to political-administrative sensitivity and desire to give back to society. The third contribution compared the different recruitment processes. The recruiters follow similar steps but it appears that external recruiters have more capacity and advanced systems, enabling them to put more effort in realizing a qualitative match. Although internal recruiters are fundamentally capable of delivering the same work, they face capacity constraints creating difficulties. Besides, not every public organization has the resources to outsource the recruitment process.Show less

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Recruiting sources in the public sector: A qualitative study on internal and external recruiting.