本文主要講的是吸引優秀人才的討論，當代的商業環境面臨著挑戰，這些挑戰使企業更有必要從勞動力市場吸引和留住最優秀的人才(Brammer, S。， He, H.和Mellahi, K.， 2015)。目前各領域的勞動力短缺和未來的勞動力短缺，反過來又使吸引和保持人力資源的必要競爭優勢具有重要意義。不斷變化的要求，然而今天的工人，使招聘員工成為一個具有挑戰性的任務。不同的作者提供了一些建議，關於組織可以採取哪些步驟來吸引那些尋找具有正確知識、能力和技能的工作的人(Mayes et al.， 2015)。本篇代寫論文文章由英國論文時Essay Times教育網整理，供大家參考閱讀。
The contemporary business environment has challenges and these challenges have made it even more compelling for companies to attract and retain the hands best available from the labour market (Brammer, S., He, H. and Mellahi, K., 2015). The present shortage in labour in various fields and projected shortage in the future has in turn brought the significance to attract and retain requisite competitive advantage for human resources at the forefront. The ever changing requirements, however of the workers today, have made the recruitment of employees a challenging task. Various authors have provided suggestion on what steps organizations can take to make themselves highly attractive for those seeking jobs with right knowledge, abilities and skills (Mayes et al., 2015).
These factors are inclusive of rewarding systems, working environment efficiency, balance between value of job-seeker and organization and policies of diversity. Such measures according to authors have proven to be essential factors which help in attracting organization job seekers (Peloza, J., Ye, C. and Montford, W. J., 2015). Also, if these measures do not reflect positive responsibility of the organization undertaking them, then the job seekers do not get much positively influenced and might choose the competitors of any respective organization. According to Turban et al (2012), CSR is one factor that positively influences the attractiveness of organizations towards those seeking jobs.
The aim in this paper lies in studying the role played by corporate social responsibility when dealing with practices of recruitment. The scope of this paper also lies in analysing the influence of CSR on the potential job seekers (Takkar, 2015). The paper follows an approach of literature survey to look at the results and several researchers opinions on the recruitment area and CSR. It has been acknowledged that this paper will allow in shedding more highlight over the field of CSR and CSR as a binding factor to form organization attraction based relationship. In order to successfully depict this concept and the discussion provides a brief for CSR, and its related theories in brief, recruitment practices and then the relationship between them.