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Hr Management Principle

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The overall approach of this annotated bibliography is to provide descriptions and evaluations of the research mentioned in the Breaugh, J. A. (2008) article, ‘Employee recruitment: Current knowledge and important areas for future research’; and how important the recruitment process influence to employers and employee. Given the context (external recruitment), I will focus on external recruitment studies which supported by the relative recruitment via position attributes, and the influence of organization characteristics in recruitment methods. The author provide a model of recruitment process that define recruitment objectives, then organizations should carry out recruitment activities suggested by the strategy, and evaluate recruitment result. The author also evaluates the effect of Realistic Job Preview and its impact to recruitment, and job applicants; in context of realistic job preview, three important job applicant related variable are anchoring and adjustments, inability, and the lack of self-insight. In addition, the article mentions recruitment methods include limitation of traditional research, and the factors are affected to recruitment methods (i.e. insurance agent, job fairs, and newspaper ads). Employee referrals have been specially effect to recruitment methods. Researches on other recruitment topics are also included in this article. Those topics are targeting individuals for recruitment, the content of job advertisements, Internet recruiting via employer's web site/ job boards, site visits and timing issue. Throughout the article, Breaugh explained the past recruitment research (mostly their limitations) along with suggestions for future research.
The article is useful to my research topic because Breaugh examined external recruitment studies clearly and sufficiently. As mentioned in the article, the recruiter effect based on behavior,

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