In developing countries, Brain Drain is becoming a crucial issue, and Pakistan confronted this issue on a massive scale since 1970.
The migration of skilled people from one country to another country is known as Brain Drain or flight of human capital. According to the Ministry of Overseas Pakistanis and Human Resources Development, approximately seven million Pakistanis are settled in foreign countries around the globe. They go abroad to earn money because in Pakistan there is a lack of job opportunities, political instability, poor service conditions, economic under-development and disregard for merit.Economy How to Justify Disregard of Merit in Pakistan?
The ministry reported in 2013 that around 2.7 million Pakistani’s had left Pakistan in the preceding five years in the hope of a better and safer future. As a result, Pakistan suffers the loss not only of valuable and skilled employees but also in the form of further costs for the recruitment and training of new employees for vacated positions. Pakistan is losing its human capital rapidly this is an alarming situation as it would directly impact the economic development. To hire a right person for the right job is one of the big challenges for employers. Of course, it’s not just recruiting but effective recruiting that is important. Even when unemployment rates are high, many employers have trouble finding qualified applicants. Without enough candidates, employers cannot effectively screen the candidates or hire the best. The importance of effective screening is also evident in Stark, Helmenstein, and Prskawetz (1997) who distinguish between education and distinctive ability.
Moreover, moving toward the second decade of the 21st century, the use of the Internet has become an integrated and vital tool in today’s business world. After social networking sites were first created in 1997, many changes have occurred. From being only web-based services that allowed users to simply create a profile, share connections with others, and view their profiles and connections, they emerged to multipurpose individual and business tools (Boyd & Ellison, 2008). Social media, deﬁned as the Internet-based platforms based upon Web 2.0 that allow users to generate and exchange their own content (Kaplan & Haenlein, 2010), are playing an increasingly important role in human resource (HR) management in general and employee hiring in particular.
Many human resources practitioners and researchers predicted that the Internet would drastically transform recruitment strategies (Bartram 2000; Cappelli 2001) and a large majority of organizations would switch to online recruitment (Hays 1999). The main purpose of this article is to create awareness to overcome the big challenge of Brain Drain by the blend of the internet to some extent.
Links to search:
Kaplan, A. M., & Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of Social Media. Business Horizons, 53, 59–68.
Bartram, D. 2000. “Internet Recruitment and Selection: Kissing Frogs to Find Princes.” International Journal of Selection and Assessment 8 (4): 261–274.
Bhagwati, J. N., & Hamada Koichi, (1974). The Brain Drain, International integration of markets for professionals and unemployment: A theoretical analysis. Journal of Development Economics, 1(1), 19-42.
Cappelli, P. 2001. “Making the Most of Online Recruiting.” Harvard Business Review 79 (3): 139–146.