Os processos de recrutamento e seleção na Hays-Portugal

: que motivos potenciam a rescisão do contrato durante o período after care?

Abstract

The present study aims to (1) describe the recruitment and selection model used by Hays-Portugal; (2) identify the turnover reasons given by companies or candidates; and (3) recommend changes to the current recruitment and selection model. The qualitative research method used was the case study because the studied phenomena are contemporary and the data collected and analyzed belongs to a real context. Thus (1) were recorded and analyzed ten recruitment and selection processes and (2) collected and analyzed information of 221 turnover cases and 2838 placements, referring to seven fiscal years. The main results are: (1) the Hays recruitment and selection international model doesn’t reflect all dimensions of practice. Five moments of the recruitment and selection model, that include the international model, were identified: client contact; candidate attraction; screening and preliminary selection; client interviews; and integration and probation period; (2) the majority of turnover cases are voluntary (candidates choice) and occurred during the first four weeks; (3) the most relevant set of turnover reasons is related to unmet expectations formed during the recruitment and selection process. In voluntary turnover, employees form expectations related to the company (working environment and relationship established with colleagues and supervisors; company’s current) and to the position (rhythm and intensity, number and type of tasks, conditions). In involuntary turnover, companies form expectations related to employees (performance, skills and knowledge; behavioral framework).

Date of Award	12 Sept 2016
Original language	Portuguese
Awarding Institution	Universidade Católica Portuguesa
Supervisor	Eva Dias de Oliveira (Supervisor)