Recruiting Strategy – itopia AG - Analysis of the current recruiting process and recommendations for improvements
itopia is an IT consulting firm with focus on the financial industry and currently employs 15 consultants. The business has been growing steadily over the past 50 years and is believed to continuously grow due to digitalization of many business fields.
Liebi Fabienne & Rutschmann Rahel, 2020
Bachelor Thesis, itopia ag - corporate information technology
Betreuende Dozierende: Corinne Mühlebach
Keywords: recruiting, strategy, SME, IT consulting, financial industry
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To secure big projects and mandates long term, itopia needs to expand its consultant workforce with highly skilled and experienced employees who are familiar with the technology in today’s fast-changing world as well as the financial industry. However, itopia is having difficulties in recruiting the right fitting people. Talent on the market is scarce and ,therefore, companies need to increase their recruiting efforts to attract them.
This paper aims to analyse the recruiting strategy of itopia and identify the reasons for their difficulties. Therefore, two research questions have been defined to help answer why the firm can only attract a few and even fewer suitable candidates with its job advertisements and why itopia rejects a high number of candidates during the application process. The thesis draws on primary and secondary data, which are gathered through interviews with itopia employees and relevant human resources management literature. Furthermore, the maturity model for online recruiting was applied.
Results include the importance of employer branding, which comprehends a distinct vision and mission statement as well as open communication to potential candidates. The internal communication regarding itopia’s strengths as an employer and company culture works well. However, the external communication with potential candidates is missing some necessary measures, one of the most named issues was the company website. Additionally, the set requirements for new employees are perceived as being somewhat unrealistic.
It is recommended to improve employer branding and redefine the job description and requirements profile. The website should be extended with a career and current employees should be encouraged to engage on the employer review platform kununu. The analysis exposed that the lack of fitting candidates was not only due to missing visibility; it was generally related to inferior employer branding and communication to job-seekers. This paper gives itopia insights into their recruiting strategy and proposes recommendations that can lead to an increase in applications of fitting candidates.
Studiengang: Business Administration International Management (Bachelor)
Fachbereich der Arbeit: HR & Organisation