Call for Chapters: Innovative Recruitment and Retention for Employee Empowerment

Editors

Annette Walters, K-!2 Education, United States

Call for Chapters

Proposals Submission Deadline: May 19, 2024
Full Chapters Due: July 21, 2024
Submission Date: July 21, 2024

Introduction

In order to remain competitive, organizations must adapt their recruitment and retention strategies as the business landscape continues to evolve. This may require reevaluating traditional methods and embracing new approaches that align with the changing needs and expectations of candidates and employees. By embracing change and adopting a proactive mindset, organizations can create a more effective and efficient recruitment and retention process. To achieve this, they must stay up-to-date with the latest trends and technologies in talent acquisition, as well as continuously evaluate and improve existing processes. By embracing innovation, companies can attract and retain top talent in a dynamic environment. Utilizing the rapid advancements in technology and staying informed about the changing expectations of job seekers can aid in this endeavor. Organizations need to employ innovative methods not only to attract talent but also to retain them. This may involve utilizing artificial intelligence and data analytics to streamline the recruitment process, implementing personalized employee development programs to enhance retention, or leveraging employer branding to create a compelling value proposition for potential candidates. Therefore, by embracing innovation, organizations can stay ahead in a shifting landscape that prioritizes employee development and retention throughout the acquisition process.

Objective

The primary aim of this project is to investigate creative, progressive, and enterprising strategies for attracting and keeping talented individuals, all the while empowering employees. The focus of this project will center on the dual aspects of recruitment and retention within different professional environments. By delving into these critical components, it is the intent to uncover effective methods that organizations may implement to not only attract top talent, but also ensure their long-term commitment and satisfaction. Through this research, it is the goal to shed light on the importance of creating a conducive work environment that fosters growth, development, and engagement among employees. By understanding the intricacies of recruitment and retention, organizations can tailor their strategies to meet the evolving needs and expectations of their workforce. Ultimately, the goal is to provide insights and recommendations that will enable companies to build a strong and resilient team that drives success and innovation in today's competitive business landscape.

Target Audience

Business and management industries; education institutions; HRM systems; government and law enforcement; social sciences providers and leaders; recruitment and retention coordinators and administrators.

Recommended Topics

1. Hiring and Keeping Talent in a Time of Transformation and Staff Empowerment. 2. Progressive Talent Acquisition and Retention in a Climate of Change. 3. Embracing Change and Empowering Employees: A Fresh Approach to Recruitment and Retention 4. Revolutionizing Recruitment and Retention: Navigating an Era of Transformation and a Volatile Laborforce 5. Transforming Recruitment and Retention: Harnessing Change and Empowering Employees 6. Creative Hiring and Keeping Talent in a Time of Transformation and Staff Empowerment. 7. Progressive Recruitment and Retention Strategies in a Changing Environment. 8. Advanced Recruitment and Retention Methods for a Changing Landscape. 9. Dynamic Recruitment and Retention in an Era of Change and Employee Empowerment. 10. Winning the Recruitment and Retention Game: Focusing on Keeping them not just Getting them. 11. We are all Winners: Employer-Employee Relations as a Key to Successful Recruitment and Retention 12. Successful Recruitment and Retention through Strong Employer-Employee Relations 13. Building Strong Relationships between Employers and Employees for Recruitment and Retention Success 14. Employer-Employee Relations: A Crucial Element in Recruitment and Retention Success 15. Achieving Recruitment and Retention Goals through Effective Employer-Employee Relations 16. Attracting and Retaining Skilled Employees in a Competitive Labor Market. 17. Navigating Talent Acquisition and Retention in a Worker-centric Setting. 18. Addressing Talent Acquisition and Retention Challenges in a Worker-Centric Environment. 19. Optimizing Talent Acquisition and Retention in a Changing Worker Landscape. 20. Consequences of Low Morale, Staff Attrition, and Open Job Roles. 21. Implications of High Employee Turnover and Unfilled Vacancies. 22. Effects of Staff Attrition and Difficulty in Hiring for Vacant Roles. 23. Influence of Company Morale on Attracting and Retaining Talent. 24. The Importance of Incorporating Retention Techniques in the Hiring Process.

Submission Procedure

Researchers and practitioners are invited to submit on or before May 19, 2024, a chapter proposal of 1,000 to 2,000 words clearly explaining the mission and concerns of his or her proposed chapter. Authors will be notified by June 2, 2024 about the status of their proposals and sent chapter guidelines.Full chapters are expected to be submitted by July 21, 2024, and all interested authors must consult the guidelines for manuscript submissions at https://www.igi-global.com/publish/contributor-resources/before-you-write/ prior to submission. All submitted chapters will be reviewed on a double-blind review basis. Contributors may also be requested to serve as reviewers for this project.

Note: There are no submission or acceptance fees for manuscripts submitted to this book publication, Innovative Recruitment and Retention for Employee Empowerment. All manuscripts are accepted based on a double-blind peer review editorial process.

All proposals should be submitted through the eEditorial Discovery® online submission manager.



Publisher

This book is scheduled to be published by IGI Global (formerly Idea Group Inc.), an international academic publisher of the "Information Science Reference" (formerly Idea Group Reference), "Medical Information Science Reference," "Business Science Reference," and "Engineering Science Reference" imprints. IGI Global specializes in publishing reference books, scholarly journals, and electronic databases featuring academic research on a variety of innovative topic areas including, but not limited to, education, social science, medicine and healthcare, business and management, information science and technology, engineering, public administration, library and information science, media and communication studies, and environmental science. For additional information regarding the publisher, please visit https://www.igi-global.com. This publication is anticipated to be released in 2025.



Important Dates

May 19, 2024: Proposal Submission Deadline
June 2, 2024: Notification of Acceptance
July 21, 2024: Full Chapter Submission
August 25, 2024: Review Results Returned
September 22, 2024: Final Acceptance Notification
September 29, 2024: Final Chapter Submission



Inquiries

Annette Walters K-!2 Education agwwalters@gmail.com

Classifications


Business and Management; Education; Medical, Healthcare, and Life Sciences; Government and Law; Social Sciences and Humanities
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