Strategy of Attracting and Recruitment Human Resources and Its Impact on the Excellence of Employees' Performance in the Palestinian Insurance Sector: The Moderating Role of Human Resource Information Systems and Technology

Abstract

This study aimed to explore the strategy of recruiting and selecting human resources and its impact on the performance excellence of employees in the Palestinian insurance sector, while examining the moderating role of Human Resource Information Systems (HRIS) and technology. The study adopted a mixed-method approach, combining both quantitative (questionnaire) and qualitative (interviews) methodologies. The study population consisted of employees working in three insurance companies: Al-Mashreq Insurance, Trust Insurance, and Takaful Insurance, with a total of 662 employees. A stratified random sample of 244 employees was selected for the quantitative part, while six managerial-level participants (two from each company) were interviewed for the qualitative part. This research fills a clear gap in the existing literature on human resource management in Palestine. Although the insurance sector plays a vital economic and organizational role, it has not received sufficient academic attention, particularly in terms of how recruitment and selection strategies influence job performance in competitive work environments. This gap becomes even more significant with the growing role of information systems and technology in shaping recruitment and performance management processes.

The findings revealed a significant impact of well-structured recruitment and selection strategies on employee performance excellence. Organizations that adopt clear and systematic mechanisms for attracting and hiring qualified candidates tend to create a more motivating work environment that supports excellence. Additionally, the study highlighted that Human Resource Information Systems do not function merely as administrative tools; rather, they play a pivotal role in enhancing the effectiveness of recruitment strategies by improving selection processes, streamlining evaluation procedures, and increasing transparency—all of which positively reflect on employee performance. Moreover, the results showed that demographic and professional factors (such as gender, academic qualification, years of experience, job title, and company affiliation) did not significantly influence employees’ perceptions of the recruitment strategy and its impact. This suggests that the influence of recruitment strategies and HRIS extends uniformly across different segments of the workforce without bias. The study recommended strengthening the use of modern technologies such as artificial intelligence to analyze applicant data and select the most suitable candidates more quickly and accurately. It also emphasized the importance of maintaining high-quality recruitment standards while ensuring diversity in sourcing candidates from different geographical regions. Additionally, the study suggested accelerating the hiring process by improving coordination between relevant departments and enhancing the use of HR information systems to manage recruitment more efficiently.