Identity Matters - Is fit between personal and organisational values preferable? New and current employees.

Abstract

In an increasingly globalised and competing world, attracting and retaining talent has become one of the major issues for companies (Kiessling & Harvey, 2005; Alnıaçık & Alnıaçık, 2012; Abi Abdallah, 2016). This paper wants to analyse if and how much organisational and individual identity can impact the recruiting process. We will describe the various theories on identity and link them to each one of the recruiting steps. As per a new trend among HR teams, we will consider the person-organisation fit approach to hiring and compare it to the precise matching concept, which is still used by most recruiters. After displaying what researchers have found, we will look deeper in the habits of those firms in the Northeasterly region of Italy. We will explore which kind of approach recruiters use to reach the best possible results when hiring and retaining employees. This aims at determining how much they value identity - organisational and individual, and if they see a link to their employees’ motivation, performance and retention.