Scholarly record

IMPROVEMENT OF PERSONNEL RECRUITMENT SYSTEM FOR HIGH-STRESS WORKING ENVIRONMENT

S. Blumberga, A. Sakovica

Abstract

The personnel recruitment system is one of the key mechanisms in the work of the personnel management department. The personnel department is responsible for the attraction and selection of individuals with the required working skills. Problems in the researched organisation are inadequacy of employees in a stressful environment and oftentimes unsuccessful personnel recruitment processes. Str?ss is among the key factors which influence the job efficiency of the personnel in the researched organisation. Some employees respond to stressors positively, i.e., they help them mobilise their physical and emotional resources, whereas, others cannot endure the stress at work and decide to change their job. The company spends a lot of resources on finding and recruitment of new candidates. Working in a high-stress environment is a heavy load for any individual, and not all employees are able to manage their tasks, the loads and the long hours of work. Due to these factors, personnel turnover also has impacts on the work of the personnel recruitment service. The purpose of the research study is to investigate the current personnel recruitment system in order to find out the most substantial gaps in it, taking into account the increased levels of stress in the working environment. The authors suggest the following research questions: What are the current personnel recruitment procedures and what are the most substantial gaps in it, what is the suitability of the new candidates for their jobs, what is the degree of the candidates' stress resistance, and what is the degree of work stress the current employees have? The following methods have been used for the research: a personnel recruitment process evaluation survey developed by the authors, a survey - professional life stress scale, a survey for determination of stress resistance. The results of the research study show that, due to the high levels of personnel turnover, the process of recruitment takes place daily, more than a half of the employees leave their jobs during the first six months of their employment, the company does not have clearly defined recruitment criteria, the primary screening is done very superficially and all applicants are invited for the job interview, the candidates complete no tests during the interview to particularly find out if they are suitable for work in a high-stress environment, whereas stress is one of the main reasons for the submission of job termination notices. The authors believe that the personnel recruitment service should review the key items of the job postings and the interview as well as establish a process for testing the employees in order to reduce the levels of personnel turnover in the company. One of the main tasks for the company would be reducing the number of dismissals due to stress at work and implementation of methods for dealing with the problems associated with workplace stress.

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DOI resolver: doi.org/10.5593/sgemsocial2018/1.5/S05.065

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