| dc.description.abstract | This study analyzed the recruitment channels of a technology company in Taiwan (Company S) and examined their impact on employee retention, education, gender, and job rank, providing strategic recommendations. Chi-square tests revealed significant associations between recruitment channels and key employee metrics. For example, employees recruited through migrant worker agencies showed higher retention rates, while those from online platforms exhibited varied educational backgrounds.
The research concludes that digital channels, particularly online platforms and social media, effectively attract young talents, while headhunting services are more efficient for higher-ranking and technical positions. However, Company S has not fully exploited channels like the official website, job fairs, and professional associations. It is recommended to select appropriate recruitment channels based on job type and to utilize underutilized channels for greater efficiency and diversity.
This study offers strategic adjustments to enhance recruitment efficacy, including selecting channels strategically, leveraging digital tools for targeted searches, enhancing brand image, and integrating social media to boost visibility. Continuous evaluation and adjustment are vital to respond to market shifts.
Limitations include data scope, sample range, technology changes, and cultural specificity. Future research could explore cross-industry comparisons, long-term effects, and international studies.
This research aims to provide a framework for optimizing recruitment strategies to attract and retain talents, supporting long-term development. | en_US |