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ABSTRACT
The development of information technologies, globalization of economic processes, recessions in financial markets, along with many other phenomena characterizing dynamic changes on global markets, have an impact on the perception of the world and people. These phenomena are also considered the sources of needs for the social and professional roles of employees. Competent, talented staff has become a strategic tool leading to competitive advantage. As a result, recruitment processes have become more important than ever before. Transport, shipping and logistics are one of the oldest sectors of the economy. Despite the fact that employees in these markets often work in low-exposed positions, they are a fundamental pillar of the economy. Economic sectors such as manufacturing and trade would not be able to function effectively without efficient transport, supply and distribution. Employees in the TSL sector are also a warrant of delivery of the necessary materials and raw materials to manufacturers. Most industries would collapse without properly organized logistics and shipping, which is why employers are looking for new effective methods to recruit the right employees. One such method is recruitment process outsourcing. Outsourcing concerns the commissioning of tasks that were previously carried out internally in the company. This initaitive can therefore be viewed as a measure taken usually as a result of restructuring operations. The purpose of the article is to determine the conditions for choosing outsourcing in the recruitment of TSL companies, with particular emphasis on the case of Poland. Using the survey method and a questionnaire, the extent will be studied to which Polish companies from the TSL sector use outsourcing to recruit job candidates.
Keywords: Outsourcing, Recruitment, TSL sector
1.RECRUITMENT PROCESS OUTSOURCING
Recruitment process outsourcing means entrusting responsibility for the recruitment process for selected or all jobs to an external supplier. It includes finding optimal ways to attract job candidates and process applications for job interviews. On one hand, outsourcing helps save time, relieves HR staff allowing it to engage in activities with greater added value, and brings in the professional knowledge of the service provider. On the other hand, the recruiter's potential inability to cope with certain issues off-site and possible loss of control over the process may be cited as disadvantages (Armstrong, 2011, p. 127). Recruitment and employment...