Milestone Four - Navigating Attrition- The Role of Communication and Transparency in Recruitment
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Southern New Hampshire University *
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510
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Communications
Date
Feb 20, 2024
Type
docx
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6
Uploaded by ElderAtomApe37
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Milestone Four
Kacey Boston
Southern New Hampshire University
Navigating Attrition: The Role of Communication and Transparency in Recruitment
Dr. Darren Bush
2/4/2024
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Proposed Methodology
Participants
Participants of this study will consist of MKS Instruments applicants who are currently seeking job opportunities or will be identified as seeking job opportunities at the organization throughout the study. The study will gather the first 1,000 applicants actively seeking job opportunities and will randomly select 100 of those applicants to be involved in the study. All 36 countries that MKS operates in and is actively hiring for will be represented in the original sample. Candidates will range from the ages of 18-70, including intern level candidates all the way through candidates around retirement age. Candidates will be given unique IDs to aid in anonymity of names and personal information from the researcher. The study will follow participants at every stage of the recruiting process to gather information on the frequency and transparency of communication they receive from the hiring team and the impact these variables have on candidate retention and attrition. Materials
The study will utilize the company's Applicant Tracking System (ATS) to evaluate communication frequency and transparency with candidates, as well as the retention and attrition
rates of applicants. The ATS will also assist in tracking and indicating communication, transparency, attrition, and retention rates at each stage of the recruiting process. The study will utilize MKS Instruments’ defined stages, which are typical in the recruiting industry (Chamber of
Commerce, 2024). The stages of the recruiting process post application include the Initial recruiter Screen (Call Back), Candidate Submission to Hiring Manager, Hiring Team Submission
Feedback, Candidate Interview Scheduling, Post Candidate Interview Feedback, Hiring Team Interview Feedback, Offer Extended, Offer Feedback & Negotiation, and Offer Decision.
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Candidates will need access to a smartphone or computer with internet to access the initial application and continue pursuing the opportunity at every stage of the recruiting process. Procedure
At the initial recruiter screen, 1,000 candidates will be given a consent form as well as the
option to exclude their data from the research. If participants choose to continue, 100 of those participants will be randomly selected, and their application information will be used alongside their recruiting process digital footprint to track the communication frequency and transparency they received as well as the stages of the process they remained active or withdrew themselves from the process. The ATS will then compile that information into Comma-separated values (CSV) via Microsoft Excel. Post data gathering, the participant will receive a debriefing statement explaining the research conducted and informational contacts to learn more about the Talent Acquisition process and job seeker resources. Ethical Considerations
Selected applicants will be notified of the research’s purpose post-study to reduce potential bias on the candidate’s part during the recruiting process. Informed consent will be given, they’ll have the right to withdraw their data from the study and discontinue their participation without penalty. Participants will be treated fairly and respectfully at every stage of the recruiting process. There are no incentives offered to candidates to participate in the study. Researchers will not have access to candidate names or personal information, only their unique candidate ID, gender identity, the frequency of the communication they received at every stage, the transparency of communication they received at every stage, the stages where they remained active in the process, and the stages that candidates withdrew themselves from the process.
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The research will look at communication frequency and transparency with the candidate and its impact on candidate retention and attrition throughout the hiring process. All candidates will receive the same treatment whether they choose to participate in the study, choose to withdraw from the study, or are excluded from the study completely. However, it's important to note that no matter the organization or recruiting process differences, about 90% of job seekers report having job interview anxiety (Willson, 2024). Although the study will treat candidates equally and respectfully, participants might feel anxious throughout the recruiting process due to the economic impact, social ripple effect, cognitive bias, pre-disposed social anxiety and stress triggers, gender differences, age, or occupational variance, to name a few (Willson, 2024). Therefore, the researcher will provide participants with interview coaching and techniques to ensure a level of preparedness and ease potential stressors. Data Analysis Plan
Prepare Raw Data
Once the ATS has accumulated and collected data from 100 participating candidates, it will be coded and entered into IBM SPSS for analysis. The dataset will aid a comparison between the frequency and transparency of communication candidates received throughout the recruiting process, as well as candidate retention and attrition rates throughout the process. Analytic Procedures
Statistical significance will be determined through dependent t-tests, with results considered significant at a threshold of p < .05. To asses the strength of potential relationships between frequent and transparent communication and candidate retention and attrition, Pearson’s
correlation coefficient (r-value) will be employed. visual aids such as graphs and tables will be presented when applicable to enhance clarity in the study’s findings.
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Descriptive Statistics
To identify meaningful themes, the researcher will utilize descriptive statistics for each variable, including means, standard deviations, and ranges.
APA Principles and Standards The study will follow American Psychological Association (APA) Ethical Principles of Psychologists and Code of Conduct (2020). Ethical research compliance encompasses the utilization of appropriate statistical tests, comprehensive data, reporting findings, and disclosure of conflicts of interest. Anticipated Results
The study’s anticipated results align with the hypothesis. The statistical analysis will present the findings as factual statements in accordance with the APA code of ethics (APA, 2020,
Standard 5.01a, Standard 8.10). The results are expected to reveal a positive correlation between the frequency and transparency of communication with candidates throughout the hiring process and candidate retention and attrition. Given the outlined sample and study design limitations, causal inferences cannot be drawn from the findings. In the event that the findings do not reveal a relationship between communication frequency/transparency and candidate retention/attrition throughout the hiring process, this study may provide evidence within the currently constrained research landscape.
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References
Association, A. P. (2020). Publication manual of the American Psychological Association
(7th ed.). American Psychological Association. How to Set Up the Ultimate Hiring Process
. Chamber Of Commerce. (2018, November 29). https://www.chamberofcommerce.org/how-to-set-up-the-ultimate-hiring-process/
Willson, M. (2024a, February 1). Study finds 92% of U.S. adults have job interview anxiety
. Anxiety Disorders and Universal Health Care. https://www.anxiety.org/adults-anxiety-job-
interviews
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