RELATIONSHIP BETWEEN TALENT ACQUISITION EXPERIENCE AND EMPLOYEE ENGAGEMENT IN IT SECTOR-AN INTEGRATIVE REVIEW
Purpose: This paper examines existing literature to explore possible links between employee engagement (EE) and talent acquisition (TA) experience using a service quality framework within the IT industry and create congruence between the recruiter and the candidate perception to build service value. Design: This study is a literature review based on Toracco, R.J. (2005) and Callahan, J.L. (2010) integrative framework. Further, we distilled the search using four steps: planning, structured search, evaluating rationale, analysis and reporting, resulting in the selection of 95 articles from various databases using Zotero software. Findings- TA experience attributes such as reliability, responsiveness, empathy, and trust perceived during the interaction between candidates and the recruitment process throughout the recruitment cycle may influence EE in IT. Further, we propose a transdisciplinary framework to build congruence between the candidate and recruiter perceptions for strengthening the association. Implications: This review proposes a theoretical framework to explore the impact and strength of the relationship between TA experience and EE by applying a service quality framework. Practical implications. HR leaders can operationalize EE through routine HR practices like TA at the very onset. Originality: We extended existing engagement literature by proposing a new engagement driver, Talent Acquisition. Further, the review proposes a framework for building congruence between the recruiter and recruit perceptions to operationalize and sustain positive TA experiences throughout the recruitment cycle. Focuses on new relationships between TA and EE using a transdisciplinary framework of HRM and service quality. Thereby enhancing its strategic potential
employee engagement, talent acquisition, candidate experience, recruitment, service quality.