Effective recruitment channels and selection criteria in the domestic insurance and banking sector – comparative analysis
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| További közreműködők: | |
| Dokumentumtípus: | Diplomadolgozat |
| Kulcsszavak: | banking sector channels HR insurance sector recruitment selection |
| Online Access: | http://dolgozattar.uni-bge.hu/59756 |
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| 008 | 260409suuuu hu om 000 eng d | ||
| 040 | |a BGE Dolgozattár Repozitórium |b hun | ||
| 041 | |a en | ||
| 100 | 1 | |a Drávai Viktória Dóra | |
| 245 | 1 | 0 | |a Effective recruitment channels and selection criteria in the domestic insurance and banking sector – comparative analysis |c Drávai Viktória Dóra |h [elektronikus dokumentum] |
| 520 | 3 | |a This thesis investigates the recruitment and selection processes within the insurance andbanking sectors, with a particular focus on identifying effective strategies and methods forattracting and selecting the ideal candidates. Inspired by personal experience as both a jobseeker and HR intern at a multinational corporation, the research combines theoreticalfoundations with practical insights gained through qualitative interviews. The first part of thestudy outlines the general framework of recruitment, examining its stages, effectiveness, andcontemporary methods. The second part provides a comparative analysis of three prominentHungarian companies—Allianz Hungária Zrt., OTP Bank Nyrt., and GroupamaBiztosító—based on interviews with their HR experts. Findings highlight that recruitmentchannels and strategies vary depending on job type and organizational goals, with externalheadhunting and internal referrals used for high-level roles, while social media and job portalsare more common for administrative positions. Key selection criteria include professionalcompetence, cultural fit, and personal values, often assessed through interviews andpersonality tests. Challenges such as talent shortages and high salary expectations are alsoaddressed, alongside emerging trends like digital recruitment tools and automation. The studyconcludes that responsiveness, flexibility, and technological adaptation will be critical tofuture recruitment success. | |
| 695 | |a banking sector | ||
| 695 | |a channels | ||
| 695 | |a HR | ||
| 695 | |a insurance sector | ||
| 695 | |a recruitment | ||
| 695 | |a selection | ||
| 700 | 1 | |a Dobó Dr. Róbert |e ths | |
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| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/59756/2/Dr%C3%A1vai%20Vikt%C3%B3ria%20D%C3%B3ra_k.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/59756/3/BA%20KM%20angol%20b%C3%ADr%C3%A1lati%20lap%20BELS%C5%90%20Dr%C3%A1vai%20Vikt%C3%B3ria%20D%C3%B3ra%20DR.pdf |z Dokumentum-elérés |