literature review of effectiveness of recruitment and selection process

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A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS

Corresponding author(s) : kanagavalli g..

Humanities & Social Sciences Reviews , Vol. 7 No. 2 (2019): March Article Published : March 5, 2019

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Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization.

Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018.

Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection.

Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society.

Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.

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Table Of Contents

• DOI: 10.33166/acdmhr.2021.03.005
• Corpus ID: 238789753

Critical Review of Recruitment and Selection Methods: Understanding the Current Practices

• Syed Iradat Abbas , M. Shah , Y. Othman
• Published in Annals of Contemporary… 1 August 2021

4 Citations

Effect of recruitment processes on employee job performance in ebonyi state civil service: a study of selected ministries, penerapan metode simple additive weighting pada sistem rekrutmen karyawan berbasis web, evaluasi kinerja karyawan, kepuasan karyawan & kepuasan pelanggan rumah makan padang ps, government administration: management of recruitment process and employee job performance in uganda, 38 references, recruitment and selection practices in smes: empirical evidence from a developing country perspective, using recruitment agencies to obtain the best candidates, social media recruitment: the role of credibility and satisfaction, prospecting the enablers for adoption of e-recruitment practices in organisations: a proposed framework, a study on increase in e-recruitment and selection process, does e-recruitment matter for service sector an empirical study of hyderabad, pakistan, overcoming barriers to the recruitment of nurses as participants in health care research, the impact of recruitment and selection criteria on organizational performance. gn bank, greater accra region of ghana as the mirror., factors affecting compliance with reference check requests, the automated literacies of e-recruitment and online services, related papers.

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Challenges in recruitment and selection process: an empirical study.

1. Introduction

2. study background and approach, 2.1. applicant attributional-reaction theory (aart) based framework.

• start with the applicant’s perception from the process, such as their experience and emotions during the selection process, such as being ‘stressful’, ‘positive’, ‘unfavourable’, or ‘surprising’ [ 30 ]
• gather the applicants’ interpretation of the emotion seeking the cause for that feeling
• compare the applicants’ experience with their rules of justice
• explore whether justice was maintained or not [ 31 ]
• gather the applicants’ response to the outcome along with reasons
• lastly, determine the applicants’ reactions to the actions in the course of the selection process in accepting or rejecting the job offer or rejection [ 26 ]

2.2. Demographics of the Data Collected

3. empirical study design, 4. analysis of critical aspects of the recruitment and selection process, 4.1. hiring member perspective, 4.2. test result outcome, interpretation of the findings, 4.3. applicant perspective, 5. summary of findings and discussion, 6. conclusions and future research, author contributions, conflicts of interest.

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Rozario, S.D.; Venkatraman, S.; Abbas, A. Challenges in Recruitment and Selection Process: An Empirical Study. Challenges 2019 , 10 , 35. https://doi.org/10.3390/challe10020035

Rozario SD, Venkatraman S, Abbas A. Challenges in Recruitment and Selection Process: An Empirical Study. Challenges . 2019; 10(2):35. https://doi.org/10.3390/challe10020035

Rozario, Sophia Diana, Sitalakshmi Venkatraman, and Adil Abbas. 2019. "Challenges in Recruitment and Selection Process: An Empirical Study" Challenges 10, no. 2: 35. https://doi.org/10.3390/challe10020035

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THE EFFECTS OF EMPLOYEE RECRUITMENT AND SELECTION PROCESS ON ORGANISATIONAL PERFORMANCE: A SYSTEMATIC LITERATURE REVIEW AND META-ANALYSIS

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International Journal of Management and Digital Business

sisna munaty

This study aims to determine the importance of the recruitment, selection and training of employees in order to increase employee performance at PT. Budiman Sejahtera Development. This research is a quantitative study using SPSS 23 to process data. The sample collection technique used simple random technique. The sample was 44, calculated using the Slovin formula. The results showed that the results of the partial test (t test), there were three variables, namely selection, training of employees which had a positive and significant effect on employee performance, while one variable, namely, recruitment, had a negative and significant value productivity, also found that 98.6% of the influence of the independent variables (recruitment, selection and training of employees) on employee performance and the 11.4% is influenced by other variables not examined.

International Journal of Scientific & Technology Research

Udin maulana Udin

This study aims to determine the effect of recruitment and training on employee performance of PT Pos Indonesia (Persero) in East Jakarta. 80 respondents are determined as a sample of this study with the error standards of 5% of the total population. The primary data is obtained from the results of respondents&#39; answers to the questionnaires. The data are analyzed using multiple regression with the SPSS version 22.0. Based on the results of the coefficient of determination (R2), it indicates that recruitment and job training affect employee performance by about 35.7%. The results also show that partially recruitment and job training have a positive and significant effect on employee performance.

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