|dc.description.abstract||The human resource management department of organisations is facing more and more
challenges. Those challenges are partly caused by the beginning demographic change
and the so-called ‘war for talent’ that puts strong pressure on the recruitment tasks of
human resource managers. New approaches and perspectives are needed to face this
situation. This study looks at the stakeholder theory and brings it together with the
recruitment function of human resource departments. The stakeholder theory has
already been studied and applied in several fields of business, but not very intensively in
human resource management. The literature demonstrates that the work has just begun
on developing human resource systems that take advantage of relationships of
organisations with their external stakeholders and information that is obtained through
those relationships. However, within the field of human resource management,
stakeholder management has never been studied regarding organisations’ recruitment
function. The aim of this study was to explain how and why the adoption of a
stakeholder perspective may influence the recruitment of an organisation. For that, the
perceived influence of the internal stakeholder perspective in regards to recruitment and
employer branding as well as risks, benefits and further potentials were investigated.
A qualitative research approach was chosen for this study. This allowed the author to
collect rich information to find answers to the research questions. Two organisations
were selected for a multi-case study. In the first phase, a document analysis in both
cases was conducted. This formed the basis for the second phase where internal semistructured
in-depth interviews with a broad selection of employees were run. The
analysis of both cases has demonstrated the legitimacy for the choice of methodology
for this study. This methodology allowed for a deep insight into the recruitment
activities of the organisations and the involvement of their employees and stakeholders.
From the collected data, stakeholder maps for recruitment were drawn. A strong
perceived influence of the internal stakeholder perspective on the success of recruitment
activities and the employer branding of the organisations was found.
This study contributes strongly to the literature as it addresses the named gap.
Furthermore, it suggests forms of visualisation of complex stakeholder networks in
recruitment. It also raises related benefits, risks and opportunities connected to the stakeholder perspective for recruitment and therefore sets the basis for further discussions.||en_US