Effectiveness of recruitment and selection practices on employee retention in the 4th industrial revolution: A case of Bindura nickel mine
Abstract
The research was triggered by the upheaval of usage of technology human resources management
practices of recruitment and selection in the 4th industrial revolution. The study aimed at unveiling
how technological advancement of the 4th industrial revolution has affected recruitment and
selection practices and the ultimate effect on employee retention at Bindura Nickel Mine. The
objectives of the research were; to establish how the 4th industrial revolution has influenced
employees’ recruitment practices at Bindura Nickel Mine; to establish how the 4th industrial
revolution has influenced employees’ selection practices at Bindura Nickel Mine; to determine the
relationship between 4th industrial revolution recruitment practices and employee retention at
Bindura Nickel Mine and to determine the relationship between 4th industrial revolution selection
practices and employee retention at Bindura Nickel Mine. The research used a positivism research
philosophy and quantitative research methods. The study used an explanatory research design to
assess the cause and effect relationship between recruitment and selection practices with employee
retention. The research established that the 4th industrial revolution has limitedly influenced
employees’ recruitment practices at Bindura Nickel Mining Company. The company has adopted
only a few ICT based tools in their recruitment practices. The company still has many 4th industrial
revolution tools to incorporate it its human resources management practices of recruiting workers.
In the same vein, Bindura Nickel Mining Company has slightly been influenced by the 4th
industrial revolution in its employees’ selection practices. The company has adopted only a few
ICT based tools to use in their selection practices. There are still has many 4th industrial revolution
driven tools that the company can incorporate it its human resources management practices of
selecting workers. The research established a strong positive and significant correlation between
recruitment practices in the 4th industrial revolution and employee retention. There is a strong
positive and significant correlation between selection practices in the 4th industrial revolution and
employee retention. The researcher therefore recommends that Bindura Nickel Mining Company
incorporates in its recruitment practices online tools to extract informal personal information about
prospective employees which helps to expand its pool of potential candidates. The company should
invest its efforts in tracking and following applicants across media such as on social media so as
to improve the recruitment efficiency of the company. The company is also recommended to use
data mining techniques to enhance effective recruitment process. Future researchers are
recommended to conduct in-depth research using interviews and focus group discussions as data
collection strategies to have a comprehensive overview of recruitment and selection practices of
Bindura Nickel Mining Company. Future researcher can unveil the impediments to the adoption
of 4th industrial revolution driven recruitment and selection practices.