ORCID
- Lijun Tang: 0000-0002-6815-0625
- Chris Phillips: 0000-0001-5642-2470
- Jinghan Wang: 0000-0001-8189-2116
Abstract
Green human resource management (GHRM) has become an indispensable strategy in green management. As the first step of GHRM, green recruitment and selection (GRS) has been emphasised as the important and probably the only practice to help the firm obtain green human capital directly. However, research has shown that not many firms implement GRS in practice, and there is a lack of studies exploring the barriers to GRS. This study fills this gap by examining the barriers to GRS across different industries in China. It adopted a qualitative and inductive approach, which is relatively rare in the GHRM field. Based on interviews with senior managers, a number of barriers were revealed in relation to the two components of GRS: paperless recruitment and green candidates. More specifically, two new factors that have not been reported in the existing literature were identified: the alignment between the job profile, green practices, and profit orientation. These two factors have both theoretical and practical implications.
DOI
10.3390/businesses4030025
Publication Date
2024-09-03
Publication Title
Businesses
Volume
4
Issue
3
First Page
411
Last Page
425
Recommended Citation
Wang, J., Tang, L., Zhang, T., Phillips, C., & Aldawish, L. (2024) 'The Implementation and Barriers of Green Recruitment: A Qualitative Study on Green Human Resource Management', Businesses, 4(3), pp. 411-425. Available at: https://doi.org/10.3390/businesses4030025
