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.