Recruitment and Selection Process Analysis

This assignment delves into the complexities of the recruitment and selection process. It examines various sources for recruitment, both internal and external, and investigates the challenges organizations face in finding suitable candidates. The analysis explores the effectiveness of different recruitment strategies, the importance of defining job roles accurately, and techniques used to assess candidate aptitudes. The impact of effective recruitment on organizational efficiency and competitive advantage is also considered.

Running head: DISSERTATION
Effectiveness of recruitment practices
Case study on Manaseer Group of Companies
Name of the Student
Name of the University
Author Note

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Abstract
This research study helped in understanding the effectiveness of the selection and the recruitment
practices that helps the organizations in the modern world. The organization based on which this
process of research was conducted is Manaseer Group of Companies who helps in attracting and
selecting the candidates who have the best attributes in the labor market. The research that was
conducted helped in identifying the process of recruitment practices that is conducted within the
organization and the ways in which it can be improved. The research questions and the
objectives that were framed for the study was answered in a proper way, which helped in
identifying the best practices that needs to be taken up by the organization.

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Acknowledgement
I would also like to take this opportunity to thank my professor without whose, constant support
and guidance, the research would not have been possible.
Firstly, I would like to thank God the Almighty in giving me the strength and courage without
which I could not have completed the entire study. Secondly, I would like to thank my family
and relatives who gave me constant support mentally and physically so that I can complete the
study on time. Lastly, I would like to extend my gratitude towards my peers and the friends who
have helped me in providing the appropriate information throughout the project and helped me in
doing the in-depth analysis of the research. Without their proper guidance, it is impossible for me
to complete the project.
Thanks and Regards,
Yours Sincerely,

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Table of Contents
Chapter 1..........................................................................................................................................6
1.1: Introduction..........................................................................................................................6
1.2: Background and context.......................................................................................................7
1.2.1: Benefits of the study to the company ‘Manaseer group’...............................................8
1.3: Statement of the problem......................................................................................................9
1.4: Research objectives..............................................................................................................9
1.5: Research questions...............................................................................................................9
1.6: Scope of the study...............................................................................................................10
1.7: Thesis structure...................................................................................................................10
1.8: Hypothesis..........................................................................................................................11
Chapter 2........................................................................................................................................12
2.0: Introduction............................................................................................................................12
2.1: The concept of recruitment.................................................................................................12
2.2: Definition of recruitment....................................................................................................13
2.3: Sources of recruitment........................................................................................................15
2.3.1: Internal sources............................................................................................................15
2.3.2: External sources...........................................................................................................17
2.4: Challenges of recruitment...................................................................................................18

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2.5: Impact of recruitment practice on performance.................................................................20
2.6: Improving the effectiveness of recruitment........................................................................22
2.6.1: Link between HR and the effectiveness of recruitment..............................................23
2.7: Conceptual framework.......................................................................................................24
2.8: Funnel Approach................................................................................................................24
2.9: Conclusion..........................................................................................................................26
Chapter 3........................................................................................................................................27
3.1: Introduction........................................................................................................................27
3.2: Research methods used.......................................................................................................27
3.2.1: Quantitative method....................................................................................................28
3.2.2: Qualitative method......................................................................................................28
3.3: Sample or Data collection...................................................................................................29
3.4: Data Analysis......................................................................................................................29
3.5: Research Philosophy...........................................................................................................29
3.5.1: Justification of the method..........................................................................................30
3.6: Sampling.............................................................................................................................30
3.6.1: Types of sampling.......................................................................................................31
3.7: Accessibility issues.............................................................................................................31
3.8: Ethical considerations.........................................................................................................31
Chapter 4: Analysis and Discussions.............................................................................................32

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4.1: Survey.................................................................................................................................32
4.2: Interviews...........................................................................................................................55
Chapter 5: Conclusion...................................................................................................................58
5.1: Conclusion..........................................................................................................................58
5.2: Linking with the objectives................................................................................................58
5.3: Recommendations..............................................................................................................60
5.4: Scope for future research....................................................................................................61
Reference List................................................................................................................................62
Appendices....................................................................................................................................69
Interview questions....................................................................................................................69
Survey questions........................................................................................................................69

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Chapter 1
1.1: Introduction
This research study will help in explaining the fundamentals that needs to be followed by
the managers regarding the process of recruitment and the practice of selection process. In
effectively working with the people, it is necessary to understand the behavior of the humans
along with their attitudes so that it can help in building a motivated and a skilled workforce (Pit,
Vo and Pyakurel 2014).
Majority of the business in the current era focuses on the human assets rather than on the
assets that are physical in nature. The organizations can purchase the equipments immediately
that will be utilized in manufacturing the products along with the technologies, which will help
in easing out the production process (Robertson-Kraft and Duckworth 2014). It is rather difficult
for the organizations to select the right talent of individual who can handle these resources in an
optimum manner. The people who are able to build up values within the organization and handle
the businesses of the clients in a better way have the ability to be recruited in organizations that
are searching for talents. The role of Human Resources is that it helps in setting up of the
strategies so that wider areas can be covered under the recruitment and selection process
(Breaugh 2017).
Recruitment is the term that is used for attracting the candidates towards the organization,
screening them and selecting the potential and the qualified candidates so that they can help in
maximizing the output of the organization. Selection refers to the process through which the

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individuals are chosen based on their qualifications so that the current vacancies within the
organization can be filled up (Nikolaou 2014). The managers have to take a major decision in
hiring the right candidate so that they can successfully deliver the work that is assigned to them
within the stipulated time. The right people in the right position within the company will help the
organization in executing the performance in a better way. On the other hand, hiring the wrong
candidates within the organization can lead to disastrous effects and may result in the downfall
of the organization as well (Donaldson 2013).
1.2: Background and context
In the fast-paced condition of the modern world, focus needs to be laid down on
improving the quality of service by utilizing the human resources in a better way. it is important
for the organization to develop a better relationship with the customers so that it can help them in
communicating effectively with the customers by offering them with premium products (Taylor
and Bergmann 2014). The changes that have taken place in the past decades has shown that
competitive advantage has taken a paradigm shift from the process of execution to a process that
will help in delivering better services to the customers and excel in the field of customer
relationship. The effective use of human resources is one of the options that help the
organizations in gaining a competitive advantage, as it helps in utilizing the resources in an
appropriate manner (Gulias et al. 2014).
The globalizing of the economy of the world urges the organizations in performing in a
manner, which will help them in gaining a competitive advantage has become important. The
primary approach to this phenomenon is to create a competitive edge that will be less expensive
than the methods that are being used by the competitors (Clark, Macklin and Wood 2013).

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It is seen that the role that humans play within the organization helps them to succeed
within the market. It can be also seen that the effective use of human resources help the
organizations in earning competitive advantage rather than depending on the financial resources
only. For the companies to be effective in nature, it is seen that the right people needs to be
placed at the right positions so that they can function in a proper way. This helps in eliminating
the managing and the motivational problems so that it can help in the success of the organization
(Perkins, Thomas and Taylor 2013).
The business can succeed if the performance of the candidates can help in affecting the
goals and policies of the organization. The competitive strategy along with the efficient use of
the HR practices has to be linked in an appropriate way so that it can help in improving the
output of the organization (Whitaker 2013).
1.2.1: Benefits of the study to the company ‘Manaseer group’
The Manaseer Group is an organization that works on the development and the
optimization of the economic industries that are present in Jordan. The investment of the
organization helps in successfully implementing the plans of work in a proper manner so that it
can help in adding value by encouraging investment within the country. The strategy that is
adopted by the company helps in creating an impact on the market by providing better standards
and transparency in the investments that they make. The investments made by the organization
have helped in contributing towards the development of the business environment by providing
sustainable jobs. They have helped in developing the skills and technology that are needed by the
people so that it can help in the promotion of creativity and help in increasing the economic
growth of the country.

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The mission of the company is to create a sense of commitment among the citizens so
that the present and the future generation can combine the quality of knowledge, which will help
them in prospering. The organization in its present form has more than 18 companies under its
wing and has partnered with other leading companies in Jordan as well. It also employs around
10,000 employees so that the work can be handled in an effective manner (Manaseer Group
2017).
1.3: Statement of the problem
It is difficult for the organizations to recruit talented candidates, as they have to search in
an intense manner within the highly competitive labor market. The availability of few qualified
talents has made it more difficult for the organizations in the competitive market. The shortages
that are present in the recent period have urged the organizations in conducting an effective
process of recruitment so that proper talents can be retained within the organization. The process
of recruitment involves cost and time, which might often lead to low productivity within the
organization.
1.4: Research objectives
The research will be based on the following objectives:
1. To identify the recruitment process of the company
2. To examine how recruitment practices affect the performance or development of the
company
3. To assess the challenges associated with the recruitment practices of the company
4. To identify the factors that will improve recruitment practices at the company

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1.5: Research questions
The research will be based on the following questions:
1. What are the recruitment practices of the company?
2. What is the effectiveness of the recruitment of the company?
3. How do recruitment practices affect the performance and development of Manaseer
Group?
4. What are the challenges associated with the recruitment practices of the company?
5. What are the ways to improve the human resource planning and development?
1.6: Scope of the study
This study will primarily focus on the the selection and the recruitment practices that the
Manaseer Group follows. The research will be covered through two areas that are the strategies
that will help in implementing the recruitment and the selection practices in an effective manner
and the various steps that needs to be followed so that the best talents can be hired. The
procedures such as the analysis of the job, process of recruitment and the different types of
recruitment and selection methods needs to be considered and is discussed in a better manner in
the further chapters.
1.7: Thesis structure
The research will be divided in to five main chapters. The first chapter will consist of the
introduction, which will explain the background and the problems that are present with the
process of recruitment and selection. The second chapter will consist of the various literatures
that have been laid down by different authors so that it can help in explaining the topic in a better
way. The third chapter will deal with the methods that will be used in the research study by the

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researcher. The fourth chapter will deal with the analysis and the findings that will help in
studying the topic in an in-depth manner. The last chapter will consist of the recommendations
that will be provided by the researcher so that the organization can benefit from it.
1.8: Hypothesis
This research study will be based on the following hypothesis:
H0- The factors like age, gender and education does not have any significant role in evaluating
the effectiveness of the recruitment practices within the organization.
H1- The internal sources of recruitment are more efficient that the external sources within the
organization.

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Chapter 2
2.0: Introduction
This chapter will focus on the various selection and recruitment practices by reviewing
the literatures that have been published by different authors. It will deal with the concept of
recruitment and provide various definitions that are related to recruitment. The sources that are
internal and external will also be explained so that it can help in identifying the various ways
through which the talents can be hired in the organization.
2.1: The concept of recruitment
Recruitment has an important role in realizing the goals that the organization follows. It
acts as a lever, which helps in linking all the major activities that are present in human resource.
It also helps in creating a better prospective for the employees so that the management can help
in selecting the right people for the job within the organization. The major functions in this
process involve the recruitment and the selection processes, which helps in creating a strategic
and a competitive advantage within the organizations (Sarker 2017). The primary aim of the
organization is to find the individuals who will help in encouraging and developing the
performance with respect to organization and personal and help in bringing added benefits to the
organization. There are severe consequences as well if the organization does not recruit in a
proper manner. The improper process of selection will lead to the recruitment of employees with
low productivity, which may lead to hamper the level of productivity along with customer
satisfaction and the service quality on an overall manner (Gatewood, Field and Barrick 2015).

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The purpose of recruitment is that it helps in attracting and encouraging more number of
eligible candidates in applying for any opening that is present within the organizations. It also
helps in creating a pool of talents for the candidates so that the process of selection can be done
in a better way within the organization. Apart from these, it helps the employers in linking with
the employees so that the identification of the potential candidates can be done in an appropriate
manner (Sun, Lei and Li 2017).
The process of recruitment generally consists of identifying the vacant positions that are
present within the organization and the number of people that will be required in filling those up.
The duties need to be mentioned so that it can help the employees in associating it with
themselves so that they can find themselves in a better position of applying for the job process
(Armstrong and Taylor 2014).
2.2: Definition of recruitment
Recruitment is the process of finding the right candidates that are required in the
employment process so that it can help in stimulating the people in applying for the jobs within
the organization. It helps in linking all the activities that are present within the seekers of the job
and the employers (Jahan 2016).
It is the process of attracting the candidates who are capable for the process of
employment so that the new people can be sought within the organization and can end when the
applications by them are submitted. This helps in resulting in a group of applications from where
the best candidates can be selected (Leekha Chhabra and Sharma 2014).
It is also a process that helps in discovering the manpower sources so that the
requirements can be met with respect to the scheduling of the staffs and deploying effective

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measures so that it can help in attracting the manpower to work in an effective manner (Rodell
2013).
Recruitment is a constant process that helps the organizations in developing a group of
qualified applicants so that it can help in acquiring the human resources in the future. The
process of recruitment begins with the initiation of the manager about the vacancy that is present
within the organization (Frey and Osborne 2017).
Thus, recruitment can be defined as the process that helps in attracting the suitable
candidates so that the process of selection can be done in a simple manner. It is also inclusive of
the job skills that will be required for increasing the level of productivity within the organization.
Figure 1: Recruitment Model
(Source: Harvard Business Review 2017)
The figure shows that there is link between the planning of the human resources and the
analysis of the job that needs to be put up so that it can help in attracting the potential candidates.
The planning of the human resources has to be done based on the specific number of vacancies
that needs to be filled up. The job analysis will provide the nature through which the specified
job can fit for the candidates. After proper analysis has been done regarding the description of

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the job, the HR department of the organization has to analyze the right qualifications that are
required for the company. This will help in easing out the process of recruitment, as they will
have a clear idea in hiring the candidates (Harvard Business Review 2017).
2.3: Sources of recruitment
The various sources of recruitment need to be identified so that it can help in the process
of recruitment. These sources can be external or internal in nature and needs to be used within
the organization so that it can help in increasing the chances of attracting the candidates within
the competitive environment.
2.3.1: Internal sources
These types of sources help in filling the vacancies that are present within the
organization by promoting the employees for a better opportunity so that they can enjoy the
position of hierarchy within the job process. This process helps in allowing the managers in
observing the employees over a period so that their potential to perform within the organization
can be evaluated. The sources of internal recruitment are alerting the employees when there are
vacancies within the organization and the promotion of the plans that are present in the human
resources (Ddex amd McCulloch 2016).
The vacancy programs needs to be announced within the organization so that it can
provide them with the opportunity of applying for a better position within the company, which
will keep them motivated towards their responsibilities and duties. The vacancies need to be
circulated through mails to the internal employees so that they can see the conditions based on
which the candidates can apply (Rivera 2016).

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The transfer and the promotion forms is another way of internal recruitment, which helps
in fulfilling the purpose of employment vacancies. The recruitments that are based on
promotions will involve lower costs. Apart from that, it may help in raising the level of conflicts
among the employees, as they may feel superior to the counterparts. The other form of internal
recruitment is the internal transfers that take place without the promotions (Rahim 2016).
Job rotation is another technique that helps in transferring the employees from one job to
another on a temporary basis. This technique is used mainly for making the employees aware of
the different aspects that are present in the functioning of the organization. The primary
disadvantage of this source is that the cost that is incurred in transferring the employees to
another job (Ba, Zehou and Qing 2016).
The inventory skills that are related to the employees consists of the various talents that
the employees have, which helps them in increasing their database regarding the human
resources, which needs to be applied in a proper manner that will help in motivating the
employees. The reference employees are also a reliable and cheaper source of information, as it
helps in passing useful information to the people by referring them to take up the responsibility
within the organization (Lamba and Choudhary 2013).
The employees who are on the verge of retirement may help in short listing some of the
candidates who they feel can fill up the vacant posts within the organization can recommend the
names to the senior management of the organization. This helps the company in assessing their
skills so that they can be worthy of taking up the responsibilities that are being kept vacant. The
advantage in this source is that helps the management in knowing the potentials and the skills of

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the employees along with their personality and the performance that they will give within the
organization (Rahim 2016).
2.3.2: External sources
The external sources of recruitment are done from outside the organization so that the
best talents that are available in the labor market can be capitalized for the betterment of the
organization. There are various classifications that help in externally recruiting the employees for
the organizations, which needs to be considered. The management consultants help in selecting
the employees who are capable of handling the responsibilities of the upper management (Lamba
and Choudhary 2013). The role of these employees is to act as representatives to the employees
on behalf of the owners of the companies. These people help in making all the arrangements that
are necessary in the process of selection and recruitment. These consultants work in lieu of a
commission or a service charge that needs to be provided to them for making the work easy for
the organization in the process of selecting the talented candidates (Shammot 2014).
The department of the companies makes it a point to advertise about the vacancies that
are present within the organization over the internet and the newspapers so that it can help in
attracting the spreading the information among the general public. The information that is spread
provides brief information about the company and the qualities that are required within the
candidate so that they can be suitable for the work process. This is one of the most popular
sources of recruitment, as it helps in attracting the candidates directly towards the organization
(Ba, Zehou and Qing 2016).
The recruitments that take place from the campuses are also a source for external
recruitments. Most of the organizations conduct their regular interviews in different educational

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institutions so that it can help in acquiring the best talents from these interviews. The suitable
candidates are selected mainly based on their intelligence, communication skills and the
academic records that they presently have with themselves. This is an important source, as it
helps in recruiting candidates who are qualified so that they can be trained in a proper manner
(Bartlett et al. 2016).
The current employees as well provide recommendations about new candidates to the
managers so that it can help in recruiting the talents from the outside sources as well. The
employees along with the subsidiary companies who are working with the parent company may
provide suggestions regarding particular candidates so that they can be hired within the system
(Nadda, Rafiq and Tyagi 2017).
The advantages in recruiting from the external sources are that it helps in encouraging the
younger generations in being recruited within the organization so that they can share their
valuable insights. It also provides a wide option for selecting the suitable candidates, which are
present in the labor market. This helps is minimizing the chances of partiality that may take place
if internal recruitments happen (McKinsey & Company, 2017).
2.4: Challenges of recruitment
The recruitment process is very difficult and often takes up lot of time, which is the
primary reason for the companies in outsourcing the processes to other subsidiaries so that they
can help the organization in finding the right candidates. The challenge that is present with the
process of recruitment often provides difficulty for the organizations in recognizing the right
talent that needs to be hired within the organization (Trap.ncirl.ie 2017). The primary challenge
that the companies face is finding the right employees within a certain period, which will prove

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to be helpful for the organization. During some of the controllable circumstances, it can be seen
that the organizations may need to find the suitable employees on an immediate basis. This is
one of the challenges, as they may not get the employees at the time when they require it the
most (Falk 2014).
The organizations need to check if the resume that has been submitted by the candidate is
legit or not, as it can be seen that at many point, there is a chance of fake references and
education. This creates problem for the organizations, as it takes up lot of time in doing these
formalities. This is also another challenge that the organizations face, as searching for the
qualified employees is difficult in the present labor market. Apart from these challenges, it is
also difficult in conducting the process of interviews, as it is held in various stages. The structure
of the interview has to be planned so that the right questions can be asked during the process.
This will help in eliminating all the discrepancies that may be present with respect to the process
of interview. The employers have to develop a proper structure of the interview plan so that it
can help in easing the process (Collings 2014).
The employers also have a hard choice in choosing the right employees who would help
in increasing the level of productivity for the organization. There is always a chance of losing out
on the money and incurring high costs, if the choices have not been done on a proper manner.
The opportunity to include various employees along with the diverse levels of qualifications that
they might possess may cause challenges within the organization, as these processes are difficult
(Ployhart and Weekley 2014).

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2.5: Impact of recruitment practice on performance
The process of recruitment is a major function that is undertaken by the human resource
department so that it can help the organization in creating a competitive advantage for them. The
change in the environment of business in the recent years has helped the organizations in
developing the policies in a better way so that the talented candidates can be hired within the
system (Popoola 2015).
It is important for the organizations in having a well-developed structure of policy so that
it can effectively help in selecting the right candidates for the job at a faster manner. It helps in
increasing the rate of success by decreasing the rate of participants who are under or over
qualified for the process of job (McKinsey & Company, 2017). The number of candidates can be
increased at a minimum cost due to the efficient planning of the recruitment policies. This
process also helps in linking the employers with the right candidates so that the recruitment can
be done in an effective manner. A proper process of recruitment practice also helps in reducing
the probability of the candidates in serving the organization for a short period of time (Bako and
Kolawole 2016).
The effective use of the process of recruitment is one of the basic activities that are
present in human resource management helps in creating an impact on the performance of the
organization as well due to the positive changes that would take place. They play an important
role in successful operation of the organizations, as it helps in identifying the necessary skills
according to which they are assigned the duties and responsibilities within the organization
(Trap.ncirl.ie 2017).

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The strategies those are present in the process of recruitment will help in improving the
performance of the organization, as it will be able to hire the employees who are qualified and
will likely be able to retain them in the process as well. The effectiveness of the selection process
within the organization helps in influencing the business outcomes from the bottom, as the level
of productivity will be increased and the financial conditions as well (Collings 2014).
Recruitment acts as one of the foremost functions in the human resource management, as
it helps in analyzing the performance of the organization through a critical manner. It helps in
ensuring that the work is done in a manner so that it can help in achieving the outcomes that are
positive in nature. The selection of the employees takes place not only to help the old employees
in retiring but also to help in increasing the value of the organization and help in increasing the
performance of the employees as well (Ployhart and Weekley 2014).
The role of recruitment and the process of selection is important, as it helps in shaping up
the effectiveness and the performance of the organization so that they can be able to obtain the
workers who have better knowledge and skills in making better predictions regarding the future
of the organizations. The effectiveness of the employees in the organization helps in creating an
impact on the level of satisfaction that the customers receive due to the better quality of products
that are being provided by them (Klotz et al. 2013).
The decisions with regards to selection that are inappropriate in nature will result in
decreasing the level of effectiveness within the organization, which may be due to the faulty
system of rewards that is prevalent within the system. The invalid system of rewards may result
in causing distress among the managers as the employees that will be selected within the
organization will be unsuitable and result in decreasing the level of productivity (Falk 2014).

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2.6: Improving the effectiveness of recruitment
The effectiveness of the process of recruitment can be improved by providing a better
overview regarding the position of the job that is vacant within the organization, which will be
inclusive of the position that will help in attracting the potential candidates (Harvard Business
Review, 2017). The managers who are in charge of the process of hiring needs to provide better
descriptions of the job that will be available in the newspapers and on the online media as well.
This efficiency of the managers will help them in disposing off the candidates who does not meet
the criteria, which will help the company in saving its money and time respectively (Marie Ryan
and Derous 2016).
The effectiveness of the process of recruitment can be increased by providing better and
attractive structure of the salary so that it can help in grabbing the attention of the potential
candidates. The candidates who are working in other organizations may feel attracted towards
the particular organization that will offer them a better wage structure for the same position that
they are holding in the current place. Most of the qualified candidates who deserve will provide
stiff competition to others in the labor market based on a better rate that will be offered by the
organization (Bartlett et al. 2016).
The organizations need to post the descriptions about the job in a proper way so that it
can help them in decreasing the unwanted resumes from the candidates. The companies need to
be aware of the online sites where it is posting their interviews so that they are not general in
nature, which will result in attracting unwanted number of candidates who are not credible
enough for the posts. The elimination of these unwanted candidates can be done only if the
organizations will provide the vacancy options in the websites that deals with the specific
industries (Nadda, Rafiq and Tyagi 2017).

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The process of interview needs to be given proper attention so that proper invites can be
sent out for the candidates who have cleared the first round of the interview. The success of those
candidates in the first round needs to be analyzed in a proper manner so that it can help the
managers in understanding their position in fitting within the culture that exists in the company.
The questions that will be asked by the managers need to be aligned with the goals and the
strategies of the company so that it can help them in assessing the candidates in a better manner
(Woodrow and Guest 2014).
The candidates have to be recruited on the basis of their services, which needs to serve in
fulfilling the long-term goals of the company. This will help in reaping benefits for the company
after a certain period due to the time and money that has been invested by them in the new
employees. The candidates who have a positive approach needs to be selected so that they can
experience the work in a better way and help in working together with the other employees as
well (Baum and Kabst 2014).
2.6.1: Link between HR and the effectiveness of recruitment
The strategies that are developed by the HR help in the plan of recruitment in an effective
manner, which will help in affecting the services from the bottom. The strategies that will be
developed by the HR will help in affecting the overall performance of the business by increasing
the level of productivity, which will help in providing better rate of returns for the company
(Harvard Business Review, 2017). The processing of the payrolls for the employees along with
the benefits that will be enjoyed by them will be processed by the HR, which helps in
simplifying the pressure of work for the other departments (McDermott et al. 2013).

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2.7: Conceptual framework
(Source: Created by Author)
2.8: Funnel Approach
In hiring the best candidates who can help in increasing the productivity of the
organization, the organizations have considered in using the funnel approach so that it can help
them in recruiting the best employees. This approach begins by taking in to consideration all the
available candidates that are present in the labor market so that the process of selection can be
held in an efficient manner (CIPD 2017).
It starts with the description of the job, which helps the managers in identifying the
qualifications and the skills that will be required along with the responsibilities that needs to be
carried out with respect to the job. The positions within the company may change due to the new
requirement that may crop up at the time of describing the job. The second step is the process of
Sources
-Internal
-External
Impact
-Increased efficiency of
the managers
- Competitive advantage
for the organization
Challenges
- Time consuming
- Intense competition in
the labor market
Effectiveness
Better job descriptions
Proper use of the websites
Recruitmen
t
Figure 2: Conceptual Framework

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screening the candidates so that their qualities can be examined. This can be done by conducting
a first round of interview process so that the responsibilities and the key skills that are required
can be explained to them. After the completion of this step, the candidates has to be put through
a technical test so that it can help the organization in assessing the cognitive and the skills that
they have regarding the industry. This level helps in eliminating most of the candidates, sa they
may not fit within the organization.
Figure 3: Funnel Approach
(Source: Trap.ncirl.ie 2017)
The second interview has to be conducted over the phone with the potential candidates so
that it can help the managers in analyzing the past performances of them and help them in

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performing better in the future. This will help the managers of the organization in narrowing
down their process of search, as the assessment of the candidates can be done in an in-depth
manner. This round will help in presenting the final candidates to the upper management for the
final round of interview, as the strengths and the weaknesses of the candidates have been
assessed in a proper manner.
Thus, this approach helps in the process of recruitment and selection in the modern world
for most of the organizations, as it helps in increasing the rate of success by decreasing the time
and cost (CIPD 2017).
2.9: Conclusion
Thus, it can be concluded that the process of recruitment needs to be considered through
two sources so that it can help the organizations in selecting the potential candidates that are
available in the labor market. There are many challenges that are present in the process of
recruitment as well, which needs to be overcome by the managers so that the process of
recruiting can be done in an organized manner. This will help in creating a positive impact on the
recruitment practices, as the structure of the policy plan will be made accordingly. This will also
help in improving the effectiveness of the recruitment practices, as the HR of the organizations
will work in a proper manner.

27DISSERTATION
Chapter 3
3.1: Introduction
The primary purpose of this chapter is to have a better knowledge regarding the
methodologies that will be adopted in the process of research so that it can help in the successful
completion of the study. The data that will be collected from the participants will be analyzed
and the limitations that have been faced by the researcher will be mentioned duly (Mackey and
Gass 2015). The study will focus on the effectiveness of the process of recruitment that helps the
organization in selecting the right candidates within their system. To evaluate the objectives of
the research, the researcher will apply the survey method by distributing questionnaires, which
will be analyzed in a quantitative manner. The data will be collected by distributing
questionnaires and interviewing 5 managers who are presently working within the organization
(Taylor, Bogdan and DeValult 2015).
3.2: Research methods used
The research method will be used in submitting the various datas that will be collected
and analyzed. The research will be completed by taking in to account the primary and the
secondary sources of data. The primary data consists of the interviews and the questionnaire
sample that will be provided t the participants and the secondary method will be the information
that will be collected from the books and the journals (Brinkmann 2014). The secondary sources
of data are present already, which has helped the researcher in gaining better understanding
about the various concepts that are present in the recruitment process. The information regarding

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the organization has been collected from the official website as well that has helped in
completing the study of research (Flick 2015).
3.2.1: Quantitative method
This method is used in the analysis process when the objectives that are set are more
formal in nature so that the events can be measured and the numerical data that will be collected
can be executed in a proper manner. This method is used for preparing the hypothesis so that it
can be tested within the research study (Vaioleti 2016).
The major strength of this method is that it helps in authenticating the theories that are
already present so that the level of reliability can be collected from testing the hypothesis. The
weakness of this method is that during the process of research, the basic phenomena may be
missed by the researcher, as more effort is put in focusing on the theory (Silverman 2016).
3.2.2: Qualitative method
The qualitative method is used by the research when the researcher wants to observe the
surroundings when the process of interview is being conducted. The responses that are being
collected through this process help in providing a detailed amount of information regarding the
various situations that are present within the organization. It also helps in predicting the thinking
power of the participants, which cannot be conveyed to the audience. The researcher will also get
in-depth information regarding the various activities that are present along with the reasons
behind it (Smith 2015).
The strength for this method is that the responses that are collected from the participants
are free from biasness and the reliability level of the observer is strong. The information that is

29DISSERTATION
collected through this process is specific in nature. The weakness of this method is that it is
unreliable in nature when compared to the qualitative method (Panneerselvam 2014).
3.3: Sample or Data collection
This research will be conducted by interviewing five managers of the organization and
distributing sample questionnaires to hundred staffs within the Manaseer Group of Companies.
This will help in collecting the responses so that the data can be analyzed in a better manner and
a conclusion can be reached (Gast and Ledford 2014).
3.4: Data Analysis
This research study will be based on the quantitative and the qualitative sources of data.
The methods that are statistical in nature will be taken up to analyze the data so that the
relationship between the different variables can be established in a better way. The use of the
worksheet will help in conducting the Chi-Square test, which plays an important part for the
research to be completed. The survey will be done by eliminating the errors, which may occur
during the process of sampling and the analysis will help in finding out the statistical association
between the independent and the dependent variables. The qualitative mode of study will help in
testing the factor of hypothesis as well (Neuman and Robson 2014).
3.5: Research Philosophy
Research
Philosophies
Positivism
Interpretivism
Realism
Figure 4: Type of Research method

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(Source: Created by Author)
The positivism method helps in collecting the data that are of empirical nature and are
independent with respect to the human thoughts.
The interpretivism method is where the feelings and the thought process of the humans
needs to be included so that it can help in statistical measurement. For instance, the emotional
content of the humans has to be taken and evaluated in a proper manner.
The realism method is a mixture of the above mentioned methods that help in pointing
out the original issues that takes place in the reality. Moreover, the visible things are not the only
ones that may affect the individuals (Humphries 2017).
3.5.1: Justification of the method
The positivism method will be considered for analyzing the datas so that it can be
measured in a proper way. The positivism method will require a hypothesis that has to be tested
by collecting the data and analyzing it. The researcher will have the possibility of analyzing the
information in an in-depth manner for the future work as well. The other methods such as
realism and the interpretivism will not be considered, as it does not help in connecting with the
real issues that are present within the economy. Additionally, these methods are time consuming
in nature is well. The use of the positivism method will also help in setting up a proper structure
so that the research study can be conducted in an appropriate and accurate manner (Bauer 2014).

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3.6: Sampling
It is the process through which a part of the people from the entire population is identified
and selected so that the research process can be conducted in a proper way. The method of
sampling is of two types that are non-probability and probability sampling (Tuohy et al. 2013).
3.6.1: Types of sampling
The probability sampling ensures that there is no biasness in selecting the respondents for
the process of research. The probability sampling will has been conducted on the hundred
employees who are working within the organization.
The non-probability sampling process will be done during collection of responses from
the five managers of the company through the interview process (Panneerselvam 2014).
3.7: Accessibility issues
The researcher at the time of conducting the interview with the managers has used the
online materials along with the face to face conversations as well. The managers are mostly busy
within the organization and the researcher did not want to waste their time, which resulted in
conducting the process of interview over the phone (Smith 2015).
3.8: Ethical considerations
The researcher has to maintain some etiquettes and policies so that it can help him in
conducting the process in an efficient manner. The patience level of the researcher has to be high
so that the process of interview that will be conducted with the managers will help in getting the
right information. The researcher will not put any kind of pressure over the managers in
undergoing the interview process if they are busy with important work. The interview process
has to be conducted in an unbiased manner so that the information does not get manipulated. The

32DISSERTATION
interview with the employees also has to be conducted in a proper manner, as the researcher
cannot ask them to undergo the survey while they are managing their responsibilities within the
organization. The Data Protection Act will prohibit the researcher from leaking the information
provided by the participants failing which may lead to severe punishment.

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Chapter 4: Analysis and Discussions
4.1: Survey
What is your gender?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Male 47 47.0 47.0 47.0
Female 44 44.0 44.0 91.0
Prefer not to say 9 9.0 9.0 100.0
Total 100 100.0 100.0
How did you come to know about the organization?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Newspaper 30 30.0 30.0 30.0
Television 25 25.0 25.0 55.0
Online 45 45.0 45.0 100.0
Total 100 100.0 100.0

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The above frequency table shows the relationship between the gender of the participants
and the medium through which they came to know about the organization. It can be seen that
mostly the male participants who took part in the survey came to know about the organization
through the online media. Thus, it can be seen that the online platform plays an important role so
that the candidates can get more information regarding the organization.
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
What is your gender? * How
did you come to know about
the organization?
100 100.0% 0 0.0% 100 100.0%

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What is your gender? * How did you come to know about the organization? Cross tabulation
Count
How did you come to know about the organization?
TotalNewspaper Television Online
What is your gender? Male 15 13 19 47
Female 11 11 22 44
Prefer not to say 4 1 4 9
Total 30 25 45 100
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 2.341a 4 .673
Likelihood Ratio 2.459 4 .652
Linear-by-Linear Association .095 1 .758
N of Valid Cases 100
a. 3 cells (33.3%) have expected count less than 5. The minimum
expected count is 2.25.
The Chi-Square test by Pearson helps in finding out the statistical association between the
dependent and the independent variable. It can be seen that the result has come to .673 where as
the minimum count had to be 2.25. This shows that there is no statistical association between the
gender and the level of information that they can get from the online media. Thus, it can be
inferred that both the genders have the equal opportunity to get to know about the organization
from the online media.
What is your age?
Frequency Percent Valid Percent
Cumulative
Percent
Valid 18-24 23 23.0 23.0 23.0
25-30 35 35.0 35.0 58.0

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31-36 21 21.0 21.0 79.0
37-42 11 11.0 11.0 90.0
43 and above 10 10.0 10.0 100.0
Total 100 100.0 100.0
Did you face any challenge in the recruitment process?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 32 32.0 32.0 32.0
No 47 47.0 47.0 79.0
Maybe 21 21.0 21.0 100.0
Total 100 100.0 100.0

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The above frequency table shows the relationship between the age of the participants and
the challenges that they have faced in the process of recruitment within the organization. It can
be seen that mostly the participants who are between the age of 25-30 have not faced any
difficulty in the process of recruitment.
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
What is your age? * Did you
face any challenge in the
recruitment process?
100 100.0% 0 0.0% 100 100.0%
What is your age? * Did you face any challenge in the recruitment process? Cross tabulation
Count
Did you face any challenge in the recruitment
process?
TotalYes No Maybe
What is your age? 18-24 6 14 3 23
25-30 9 18 8 35
31-36 9 8 4 21
37-42 5 2 4 11
43 and above 3 5 2 10
Total 32 47 21 100

40DISSERTATION
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 7.526a 8 .481
Likelihood Ratio 7.849 8 .448
Linear-by-Linear Association .028 1 .867
N of Valid Cases 100
a. 7 cells (46.7%) have expected count less than 5. The minimum
expected count is 2.10.
The above test helps in establishing the relationship between the variables. It can be seen
that the value has come to .481 where as the minimum expected count had to be 2.10. Thus, it
can be inferred that there is no statistical association between the age of the people and the
challenges that they may face in the process of recruitment. It can be seen that candidates from
all the age group may or may not face challenges in the recruitment process.
What is your highest level of education?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Under graduate 22 22.0 22.0 22.0
Post Graduate 39 39.0 39.0 61.0
Diploma 28 28.0 28.0 89.0
Ph.D 11 11.0 11.0 100.0
Total 100 100.0 100.0
Was the training that was provided based on the skills and knowledge?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 66 66.0 66.0 66.0
No 15 15.0 15.0 81.0
Maybe 19 19.0 19.0 100.0

41DISSERTATION
Total 100 100.0 100.0

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The above frequency table shows the relationship between the level of education of the
participants and the training that was provided to them on the basis of their level of skills and
knowledge. It can be seen that most of the post graduate candidates in the organization have
agreed to the fact that the training that was provided to them were based on their knowledge and
skills.
What is your highest level of education? * Was the training that was provided based on the skills and
knowledge? Cross tabulation
Count
Was the training that was provided based on the skills
and knowledge?
TotalYes No Maybe
What is your highest level of
education?
Under graduate 17 4 1 22
Post Graduate 25 5 9 39
Diploma 16 6 6 28

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Ph.D 8 0 3 11
Total 66 15 19 100
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 6.790a 6 .341
Likelihood Ratio 9.344 6 .155
Linear-by-Linear Association 1.533 1 .216
N of Valid Cases 100
a. 5 cells (41.7%) have expected count less than 5. The minimum
expected count is 1.65.
The Chi-Square test by Pearson helps in establishing the relationship between the
dependent and the independent variable in a statistical manner. it can be seen that the value of the
test has come to be .341 where as the minimum value has to be 1.65. Thus, it can be inferred that
the level of education does not play a significant part in training the candidates according to their
knowledge and skills. The candidates of various educational backgrounds has to be provided
with the process of training that is based on their skills and knowledge so that it can help them in
working in an efficient manner within the company.
Was the training that was provided based on the skills and knowledge?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 66 66.0 66.0 66.0
No 15 15.0 15.0 81.0
Maybe 19 19.0 19.0 100.0
Total 100 100.0 100.0

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Did it help in increasing your level of productivity within the organization?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 63 63.0 63.0 63.0
No 17 17.0 17.0 80.0
Maybe 20 20.0 20.0 100.0
Total 100 100.0 100.0

45DISSERTATION
The above frequency table shows the relationship between the training that was provided
to them with respect to their skills that can help them in increasing their level of productivity

46DISSERTATION
within the organization. it can be seen that most of the participants have agreed to the fact that
the training that was provided to them regarding their skills and knowledge has helped them in
increasing their productivity within the organization.
Was the training that was provided based on the skills and knowledge? * Did it help in increasing
your level of productivity within the organization? Cross tabulation
Count
Did it help in increasing your level of productivity
within the organization?
TotalYes No Maybe
Was the training that was
provided based on the skills
and knowledge?
Yes 50 9 7 66
No 8 5 2 15
Maybe 5 3 11 19
Total 63 17 20 100
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 25.683a 4 .000
Likelihood Ratio 22.249 4 .000
Linear-by-Linear Association 20.220 1 .000
N of Valid Cases 100
a. 4 cells (44.4%) have expected count less than 5. The minimum
expected count is 2.55.
The Chi-Square test helps in finding out the relationship between the dependent and the
independent variable in a statistical manner. It can be seen that the result of the test has come to
be .00 where as the minimum value had to be 2.55. This shows that there is no statistical
association between the variables. This it can be inferred that proper training is not the only
factor that helps in increasing the productivity of the employees within the organization. Other
factors such as motivation and rewards also need to be considered.

47DISSERTATION
Did it help in increasing your level of productivity within the organization?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 63 63.0 63.0 63.0
No 17 17.0 17.0 80.0
Maybe 20 20.0 20.0 100.0
Total 100 100.0 100.0
Are the managers within the organization helpful?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 51 51.0 51.0 51.0
No 21 21.0 21.0 72.0
Maybe 28 28.0 28.0 100.0
Total 100 100.0 100.0

48DISSERTATION

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The frequency table shows the relationship between the increment in the level of
production of the employees and the helpful attitude that the managers have towards them. It can
be seen that most of the participants have agreed to the fact that the managers are helpful that
helps them further in increasing their level of productivity within the organization.
Did it help in increasing your level of productivity within the organization? * Are the managers
within the organization helpful? Cross tabulation
Count
Are the managers within the organization helpful?
TotalYes No Maybe
Did it help in increasing your
level of productivity within
the organization?
Yes 38 13 12 63
No 5 5 7 17
Maybe 8 3 9 20
Total 51 21 28 100
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 8.942a 4 .063
Likelihood Ratio 8.948 4 .062
Linear-by-Linear Association 6.095 1 .014
N of Valid Cases 100
a. 3 cells (33.3%) have expected count less than 5. The minimum
expected count is 3.57.
The above test helps in finding out the statistical association between two variables. It
can be seen that the value of the test has come to be .063 where as the minimum value has to be
3.57. This shows that there is no statistical association between increasing the level of
productivity of the employees and the helpfulness of the managers. The managers may provide
them help when they have any problem in the work system and is not directly relevant on
increasing the productivity level of the employees.

50DISSERTATION
What was your source of recruitment?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Internal 47 47.0 47.0 47.0
External 53 53.0 53.0 100.0
Total 100 100.0 100.0
How can the development process be improved within the organization?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Better training process 38 38.0 38.0 38.0
Adopting latest technologies 29 29.0 29.0 67.0
More practical based
knowledge 33 33.0 33.0 100.0
Total 100 100.0 100.0

51DISSERTATION

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The above frequency table shows the relationship between the sources of recruitment
process and the improvement within the organization that can be done based on the development
process. It can be seen that most of the participants of the survey were recruited on an external
manner and they think that the development process can be improved by implementing better
training processes of training.
What was your source of recruitment? * How can the development process be improved within the
organization? Cross tabulation
Count
How can the development process be improved
within the organization?
Total
Better training
process
Adopting latest
technologies
More practical
based
knowledge
What was your source of
recruitment?
Internal 21 13 13 47
External 17 16 20 53
Total 38 29 33 100
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 1.863a 2 .394
Likelihood Ratio 1.869 2 .393
Linear-by-Linear Association 1.793 1 .181
N of Valid Cases 100
a. 0 cells (0.0%) have expected count less than 5. The minimum
expected count is 13.63.
The Chi-Square test that was conducting helps in identifying the statistical relationship
between the dependent and the independent variables. The result of this test is coming to .394
where as the minimum expected count has to be 13.63. This shows that there is no statistical

53DISSERTATION
relationship between the sources of recruitment and the improvement in the process of
development.
What is your level of income?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Less than 10000 9 9.0 9.0 9.0
10001-20000 38 38.0 38.0 47.0
20001-30000 38 38.0 38.0 85.0
30001 and above 15 15.0 15.0 100.0
Total 100 100.0 100.0
Are the managers within the organization helpful?
Frequency Percent Valid Percent
Cumulative
Percent
Valid Yes 51 51.0 51.0 51.0
No 21 21.0 21.0 72.0
Maybe 28 28.0 28.0 100.0
Total 100 100.0 100.0

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The above frequency table shows the relationship between the level of income of the
employees and the helpful attitude that is present within the managers in the organization. It can
be seen the employees who are earning in the bracket of 20001-30000 have agreed to the fact
that the managers are helpful towards them within the organization.
What is your level of income? * Are the managers within the organization helpful? Cross tabulation
Count
Are the managers within the organization helpful?
TotalYes No Maybe
What is your level of
income?
Less than 10000 5 1 3 9
10001-20000 22 6 10 38
20001-30000 17 10 11 38
30001 and above 7 4 4 15
Total 51 21 28 100

56DISSERTATION
Chi-Square Tests
Value df
Asymp. Sig. (2-
sided)
Pearson Chi-Square 2.541a 6 .864
Likelihood Ratio 2.613 6 .856
Linear-by-Linear Association .237 1 .626
N of Valid Cases 100
a. 5 cells (41.7%) have expected count less than 5. The minimum
expected count is 1.89.
The result of the Chi-Square test has revealed that the value is coming to .864 where as
the minimum expected count has to be 1.89. This shows that there is no statistical association
between the level of income of the employees and the helpful attitudes of the managers towards
them within the organization. The managers have to help all the employees who are facing
difficulty within the organization irrespective of their income so that they can help in increasing
the level of productivity of the organization.
4.2: Interviews
1. Do you think that recruitment and selection is a long process?
According to the managers, the recruitment and the process of selection is of a longer
duration, as the company wants to employ the best experts who are available in the labor
market. The managers are of the view that having a long process of recruitment method
will help them in hiring the best candidates so that the level of productivity within the
organization can be increased.
2. Does internal hiring help in providing motivation to the employees?
The managers were of the view that the internal process of hiring the candidates is done
based solely on their merits. The present employees can recommend the candidates but
they have to possess the necessary qualifications for the posts that they are applying for.

57DISSERTATION
It does not provide any motivation among the other employees, as they have to work
according to the position that they have been hired for.
3. What are the factors that help in assessing the candidates that are fit for the job?
The managers stated that the candidates undergo regular workshops within the
organization, which helps them in maintaining a weekly routine about the progression of
the activities. The candidates who are new to the company are assigned a experienced
employee who are of the same technical field so that it helps them in showing the
younger ones the way the company works. The new employees are judged on the basis of
the report that the old employees submit after a period of 15 days. This helps them in
understanding the factors that help the new employees in fitting in a right manner within
the organization.
4. What is the importance of defining the job in the recruitment and selection process?
The managers were of the view that describing the job in the right manner will help them
in the finding suitable candidates. The company provides the description of the vacancies
in a better way by listing all the qualities and the qualifications that they are looking for
in the employees. The years of experience also plays a big factor in assessing the
capabilities of the employees. The hiring manager can also be able to identify the
employees by looking in to their current applications so that the recruitment can be done
in a right manner.
5. What are the techniques that will help in gauging the aptitudes and the capability of the
candidates?
The company takes all the initiatives that are necessary in calculating the capability of the
candidates. The managers stated that the candidates are judged on the basis of their

58DISSERTATION
cognitive and practical skills so that it helps them in understanding the level of skills that
are possessed by the candidates. They are further analyzed through a variety of tests so
that their vocabulary and vocal skills can also be judged. The one month induction and
training process that the candidates go through are judged on the final day by evaluating
their scores, which helps the company in deciding the future of the candidate within the
organization.
6. What measures have been taken in developing the career of the candidates?
According to the managers, the company has installed the latest technologies that will
help the new employees in understanding the work of the organization. They are also
being provided with videos so that the employees can understand the expansion and the
strength of the company. This will help them in being motivated and work in a better way
within the organization.

59DISSERTATION
Chapter 5: Conclusion
5.1: Conclusion
This particular part of the research study helps in linking the objectives that has been
taken up for the study with the data that has been collected along with the review of the
literature. The collection of the data has been done on the basis of quantitative sources. The
survey provided a better view of the objectives, as the questions that were present was done
based on the objectives. The qualitative study was conducted based on the interview process of
the managers within the organization.
5.2: Linking with the objectives
To identify the recruitment and selection process of the company
The literature review has helped in identifying that the role of the HR manager is an
important one in recruiting the right candidates. The process of placing the description of the job
on the media platforms has to be correct so that the right candidates can be attracted that will
help the company in hiring effective people. The selection process has to be managed in an
efficient way so that proper training can be provided to the employees according to their
knowledge and skills.
To examine how recruitment and selection practices affect the performance or
development of the company
The literature review that was conducted showed that the sources of recruitment play an
important role in this process. This is due to the fact that the candidates have to be judged based
on their skills and the recommendations with which they are bought in to the organization. The
effective of the recruitment practice can be analyzed by evaluating the rate of attribution that is

60DISSERTATION
taking place within the company on a monthly basis. This will help in judging the effectiveness
of the company in making the employees hone their skills and putting it in to proper practice.
To assess the challenges associated with the recruitment and selection practices of the
company
There are many challenges that are faced by the company in the process of recruitment
practices. The primary challenge, as per review of the literature is that the company has to invest
a lot of time and money in the hiring process. The evaluation of the application form has to be
done in a right manner so that it can help in selecting the proper candidates. This will help in
eliminating the applications that are not fit for the job. The human resource manager also needs
to work along with the managers so that they can understand the urgency of filling up of the
vacant post.
To identify the factors that will improve recruitment and selection practices at the
company
The recruitment process, as per the analysis that was conducted showed that it can
happen if better technologies are adopted within the system. The technologies have to be
installed within the system of recruitment so that it can help in easing out the process of
recruitment. The screening process will be more efficient that will help in understanding the
capabilities of the potential candidates. The HR manager also needs to be provided with better
training process by trained experts so that they can understand the importance and the method
through which the potential candidates can be selected within the organization.

61DISSERTATION
5.3: Recommendations
Thus it can be recommended that the company needs to come up with proper description
of the job so that it can help in attracting the potential candidates that are available in the labor
market. The information should be provided on the maximum level and cover the important parts
so that it can eliminate the candidates who are not capable to apply for the job. This will help the
HR in narrowing down his process and selecting the worthy candidates. Thus, the accurate and
the concise information that will be posted as the job description will help in getting the
candidates who have those mandatory skills.
The HR manager needs to frame the questions in a correct manner so that it can help
them in conducting the process of interview in a proper way. This will help in saving a lot of
time as the interview that will be conducting will be fruitful and help in identifying the
knowledge that the candidates possess. The interview process that is structured in nature will
help in eliminating the premature decisions that may lead to a favorable condition for the
candidates who will not be productive for the company in the future.
The managers have to maintain a timeframe so that the process of interview can be
finished within that. This helps in maintaining a space between the work of the managers within
the organization and the time that they have to devote in conducting the interview process. This
time frame will help the managers in completing the entire process so that it does not stretch over
a certain period. The notable elements of the employees have to be noted down by the managers
so that a scorecard can be maintained based on the level of experience and the education that the
candidate possesses. This will help the organization in removing the biasness with the
employees, as the data points can be used to effectively judge the candidates.

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After the interview process has been completed, the organization has to provide better
training facilities so that a consistent structure can be maintained in training the candidates
effectively. This will help the organization in maintaining the standards with respect to the
quality that they are looking for from the candidates. A proper communication between the
candidates and the managers has to be present so that it can help the new ones to provide their
feedback regarding the work that they are doing within the organization. the use of a proper
linking media will help the candidates who are selected by the organization to stay in touch with
their managers. This will help the organization in narrowing their process of search if they are
looking for these candidates in the future as well.
Another important thing that the organization must do is to mention the correct package
that they are going to offer to the candidates. This should be provided while describing the job
process to the candidates so that they can understand it thoroughly. The benefits up on achieving
the target also have to be mentioned so that it can motivate the employees in working in a better
way within the organization.
5.4: Scope for future research
This study of the research process has been performed in a successful manner, which can
be used as a secondary source of literature for the researches that will be conducted in the future
on the same topic by various researchers. The data that has been put within the research can be
analyzed with respect to the researching options that are being carried out in different industries
as well and not necessarily on the same type of industries.

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Appendices
Interview questions
1. Do you think that recruitment and selection is a long process?
2. Does internal hiring help in providing motivation to the employees?
3. What are the factors that help in assessing the candidates that are fit for the job?
4. What is the importance of defining the job in the recruitment and selection process?
5. What are the techniques that will help in gauging the aptitudes and the capability of the
candidates?
6. What measures have been taken in developing the career of the candidates?
Survey questions
1. What is your gender?
Male
Female
2. What is your age?
18-24
25-30
31-36
37-42

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43 and above
3. What is your highest level of education?
Under Graduate
Post Graduate
Diploma
Ph.D
4. What is your income in the organization?
Less than 10000
10001-20000
20001-30000
30001 and above
5. How did you come to know about the organization?
Newspaper
Television
Online
6. What was your source of recruitment?
External

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Internal
7. Did you face any challenges in the recruitment process?
Yes
No
Maybe
8. Was the training that was provided based on the skills and knowledge?
Yes
No
Maybe
9. Did it help you in increasing your productivity within the organization?
Yes
No
Maybe
10. Are the managers within the organization helpful?
Yes
No
Maybe

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11. How can the development process be improved within the organization?
Better process of training
Adopting latest technologies
More practical based knowledge