The Recruitment and Selection Process: Strategic Approaches to Acquiring Talent in Competitive Markets

Usman Ahmed Khan

doi:10.71146/kjmr999

Authors

Usman Ahmed Khan Institute of Business Administration, University of Karachi, Karachi, Pakistan Author

DOI:

https://doi.org/10.71146/kjmr999

Keywords:

Recruitment, Selection, Talent Acquisition, Employer Branding, Job Analysis, Applicant Screening

Abstract

Recruitment and selection are fundamental functions of human resource management that significantly impact organizational success. Effective recruitment attracts a qualified applicant pool, while strategic selection ensures alignment between candidates and organizational needs. This paper explores traditional and modern recruitment and selection methods, theoretical frameworks, legal considerations, and emerging trends such as AI, employer branding, and data-driven hiring. Through a review of literature and case examples, the paper highlights best practices and common pitfalls, offering recommendations for improving organizational hiring strategies.

Downloads

Download data is not yet available.

References

Breaugh, J.A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review.

Ployhart, R.E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management.

Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals' fit at work. Personnel Psychology.

Wright, P.M., & McMahan, G.C. (2011). Exploring human capital: Putting ‘human’ back into strategic human resource management. Human Resource Management Journal.

Becker, G.S. (1964). Human Capital: A Theoretical and Empirical Analysis.

Gatewood, R.D., Feild, H.S., & Barrick, M. (2015). Human Resource Selection.

Collins, C.J., & Han, J. (2004). Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies. Personnel Psychology.

Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International.

Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management.

Stone, D.L., Deadrick, D.L., Lukaszewski, K.M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review.

Campion, M.A., Palmer, D.K., & Campion, J.E. (1997). A review of structure in the selection interview. Personnel Psychology.

Salgado, J.F., Anderson, N., Moscoso, S., Bertua, C., de Fruyt, F., & Rolland, J.P. (2003). A meta-analytic study of general mental ability validity. International Journal of Selection and Assessment.

Levashina, J., Hartwell, C.J., Morgeson, F.P., & Campion, M.A. (2014). The structured employment interview: Narrative and quantitative review. Personnel Psychology.

Chamorro-Premuzic, T., Akhtar, R., Winsborough, D., & Sherman, R.A. (2017). The datafication of talent. Harvard Business Review.

Van Esch, P., & Black, J.S. (2019). Factors that influence new generation candidates to engage with and complete digital, AI-enabled recruiting. Business Horizons.

Langer, M., König, C.J., & Krause, K. (2017). Examining digital interviews for personnel selection. International Journal of Selection and Assessment.

U.S. Equal Employment Opportunity Commission (EEOC). (2020). EEO Laws and Regulations.

Derous, E., & Ryan, A.M. (2019). When your resume is (not) turning you down: Modelling ethnic bias in resume screening. Personnel Psychology.

Hausknecht, J.P., Day, D.V., & Thomas, S.C. (2004). Applicant reactions to selection procedures. Personnel Psychology.

Highhouse, S., & Rynes, S.L. (2013). Industrial and Organizational Psychology: Perspectives on Science and Practice.