Browsing by Author "Bunica, Andreea"

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Managing similarity attraction bias in the hiring processes : a theoretical overview
(Tritonic, 2022-10-20) Bunica, Andreea; Vătămănescu, Elena Mădălina
The current study aims at investigating and exploring how similarity attraction affects hiring decisions in various selected multinational financial organizations. The existence of cognitive biases has become a significant challenge as well as the subject of extensive research, and managers at all levels are making every effort to understand the causes, effects, and methods for removing their influence on the decision-making process. In addition to the foregoing, businesses try to create diversity in the workforce, which is prone to being reduced due to cognitive biases and, especially, similarity attraction in hiring procedures. The concept of "similarity attraction" refers to a general similarity between a candidate and a hiring responsible personnel, founded on either attitudinal characteristics or similarities of demographic attributes. Hence, the primary objective of the research paper will be to preliminary examine the fundamentals of the similarity attraction bias and how it affects the hiring managers decisions of selection, with particular attention paid to selection criteria, selection criteria choices, selection rationales, reasons for similarity attraction, consequences of similarity attraction, impact on diversity, and overcoming similarity. Simultaneously, the study will theoretically tackle how hiring responsible employees could manage and might reduce the influence of the similarity attraction bias on their hiring-related decisions, specifically what type of knowledge should be necessary and what strategies or tactics could be employed to overcome the aforementioned cognitive prejudgment.
Recruitment in SMEs : the role of managerial practices, technology and innovation
(Emerald Publishing Limited, 2024-04-30) Biea, Elena Adriana; Dinu, Elena; Bunica, Andreea; Jerdea, Loredana
This investigation confirms some of the theoretical underpinnings which point to the lack of formalized structures and procedures in the recruitment process in SMEs, which enjoy more flexibility in managing HR processes. In addition, the results reinforce the arguments indicating an adjustment between HR strategies or policies and organizational goals in smaller enterprises which adapt faster to changes in the market. Moreover, it becomes apparent that there is a relationship between the quality of job descriptions and the successful fit in attracting the right candidates for the open positions. Furthermore, digital technologies offer opportunities for expanding the recruiters’ reach to a wider audience and also support the selection stage, thus increasing the chances of finding suitable staff. As the need to shift from traditional recruitment to e-recruitment in SMEs has been highlighted in the literature, the qualitative research revealed that this need was driven on the one hand by the COVID-19 pandemic when these companies successfully adapted and implemented new online methods of recruiting, but also by the lack of skilled labor, leading to the expansion of recruitment to other parts of the country or even to other countries. Social implications With regard to the proportion of men and women used in small and medium-sized companies, there is a clear need to involve and train more women in the predominantly male-dominated industrial and IT sectors. From this point of view, companies tend to devote more interest to integrating communities of women in these industries, as well as in key management positions. Another point of interest that the study highlights is the fact that SMEs have started to get creative with the benefits package they propose to candidates and focus on remote work, hybrid office–home working, or seasonal work to offer future employees a better work–life balance. Originality/value The added value of this investigation is filling the gaps in the current literature concerning recruitment procedures currently used by SMEs, the challenges they face and the solutions they advanced to solve them. Furthermore, SMEs often drive innovation and competition in the market and play a crucial role in the supply chain of larger companies, providing them with the goods and services they need to operate and supporting the availability and reliability of products from larger companies. They are often the driving force behind revitalizing local economies and creating new employment opportunities. Consequently, the underlying significance of this study is rooted in the need to modernize and simultaneously improve HR recruitment procedures through the integration of technology and a focus on innovation.