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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

Recruitment and Selection Plan: an example

It is important to have a clear understanding about the differences between recruitment and selection. The primary aim of recruitment is searching for and obtaining potential job candidates in sufficient numbers and quality in order for the organization to be able to select the most appropriate people to satisfy its job needs. (Dowling and Schuler, 1990).Selection, on the other hand, involves selecting candidates among recruited pool of candidates in order to hire for the job. (Hackett, 1991)

The primary aim of recruitment is considered to be “to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company” (Armstrong, 2001, p.385) In order to employ the members of the team for the roles specified above the following recruitment strategy is going to be followed as proposed by Beardwell et al (2004):

Firstly, each individual vacancy within the team, and their roles and responsibilities are going to be specified.

Secondly, all available recruitment methods are going to be critically analysed in order to identify the most suitable ones taking into account the specifications and objectives of the team.

Thirdly, recruitment advertisements are going to be undertaken in accordance with the chosen specific recruitment method(s).

Fourthly, employment documentations are going to be dealt with as regards to each person recruited.

Fifthly, recruitment monitoring and evaluation is going to take place taking advantage of previous experiences regarding this matter.

Sixthly, recruited candidates are going to be shortlisted in order to proceed them to the next stage which will be the selection of job candidates.

The recruitment and selection process itself of the team members for the roles of ‘plant’, monitor/evaluator, co-ordinator, resource investigator, implementers, completer/finisher, team-workers, shaper, and ‘specialist’ will consist of following g stages:

Stage 1 . Leads will be generated for above roles within the team through advertising vacancies in external recruitment sources (internet and job centres), as well as internal recruitment sources (intranet and transfers from other departments). Only 800 applicants will pass the initial screening of their applications on the basis of basic requirements of the positions from among all of the applicants for the jobs.

Stage 2 . Further screening of applications will be undertaken on the basis of qualifications of applicants and other criteria and as a result only 300 applicants will be invited out of initial 800.

Stage 3 . Among 300 invited applicants only 60 will be chosen for the interviews. The rationale for the choice at this stage will be based on the suitability of candidates for the roles advertised on the basis of knowledge and other criteria.

Stage 4 . 60 remaining applicants will be interviewed for the positions in the team and as a result of interviews only 18 candidates will be remaining still with the chance of being employed to the vacancies in the team.

Stage 5 . Offers of employment will be made to all remaining 18 candidates and as a result of negotiating with them about their pay package and other aspects of their future employment, only 9 people who represent the roles of ‘plant’, monitor/evaluator, co-ordinator, resource investigator, implementers, completer/finisher, team-workers, shaper, and ‘specialist’ will be selected to be members of the team and they become new hires for the company.

The recruitment and selection processes need to be approached professionally in order to achieve their objectives. The primary objectives of recruitment and selection processes is the attraction of large number of applicants with suitable skills, experiences and qualifications in order to choose among them through various available methods for the employment in an organisation and these methods should be cost effective as well.

The recruitment and selection plan outlined above meets all the requirements outlined above and ensures that a large number of applicants are attracted for various positions within the team, the most suitable of them are selected though efficient selection methods which are at the same time cost efficient.

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Investigating the online recruitment and selection journey of novice software engineers: Anti-patterns and recommendations

• Published: 30 July 2024
• Volume 29 , article number  125 , ( 2024 )

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• Miguel Setúbal   ORCID: orcid.org/0009-0000-6831-0169 1 ,
• Tayana Conte   ORCID: orcid.org/0000-0001-6436-3773 2 ,
• Marcos Kalinowski   ORCID: orcid.org/0000-0003-1445-3425 3 &
• Allysson Allex Araújo   ORCID: orcid.org/0000-0003-2108-2335 4  

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The growing software development market has increased the demand for qualified professionals in Software Engineering (SE). To this end, companies must enhance their Recruitment and Selection (R&S) processes to maintain high-quality teams, including opening opportunities for beginners, such as trainees and interns. However, given the various judgments and sociotechnical factors involved, this complex process of R&S poses a challenge for recent graduates seeking to enter the market. This paper aims to identify a set of anti-patterns and recommendations for early career SE professionals concerning R&S processes. Under an exploratory and qualitative methodological approach, we conducted six online Focus Groups with 18 recruiters with experience in R&S in the software industry. After completing our qualitative analysis, we identified 12 anti-patterns and 31 actionable recommendations regarding the hiring process focused on entry-level SE professionals. The identified anti-patterns encompass behavioral and technical dimensions innate to R&S processes. These findings provide a rich opportunity for reflection in the SE industry and offer valuable guidance for early-career candidates and organizations. From an academic perspective, this work also raises awareness of the intersection of Human Resources and SE, an area with considerable potential to be expanded in the context of cooperative and human aspects of SE.

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Data availibility statements.

This study relies primarily on qualitative data from focus groups. All the supplementary material is available at https://doi.org/10.5281/zenodo.10436033 . It includes: a) Informed consent form; b) Participant characterization questionnaire; c) Interview script for the focus groups; d) Mind map (in .pdf format); e) Focus groups transcriptions.

Available at: https://gesid.github.io/papers/swe-novice-rs

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We would like to express our gratitude to the participants for their availability and to the reviewers for their valuable suggestions. This research was partially funded by CAPES - Financing Code 001, as well as CNPq processes 314797/2023-8 and 312275/2023-4. Additionally, we would like to acknowledge the support of the following institutions: Universidade Federal do Ceará (UFC), Universidade Federal do Amazonas (UFAM), Pontifıcia Universidade Católica do Rio de Janeiro (PUC-Rio), and Universidade Federal do Cariri (UFCA).

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Miguel Setúbal

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Tayana Conte

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Marcos Kalinowski

Center for Science and Technology - Federal University of Cariri (UFCA), Juazeiro do Norte, Brazil

Allysson Allex Araújo

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Setúbal, M., Conte, T., Kalinowski, M. et al. Investigating the online recruitment and selection journey of novice software engineers: Anti-patterns and recommendations. Empir Software Eng 29 , 125 (2024). https://doi.org/10.1007/s10664-024-10498-w

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Journal articles on the topic "Recruitment and selection process"

Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

Clayton, Alison, and Cameron McKenna. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 26–29. http://dx.doi.org/10.1017/s1472669600000098.

G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (March 5, 2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.

Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.

SOŁEK-BOROWSKA, Celina, and Maja Wilczewska. "New technologies in the recruitment and selection process." Nowoczesne Systemy Zarządzania 13, no. 3 (September 24, 2018): 219–32. http://dx.doi.org/10.37055/nsz/129504.

DE FRUYT, FILIP CAMIEL M. "TOWARDS AN EVIDENCE -BASED RECRUITMENT AND SELECTION PROCESS." RVGP 16 , no. 16 (May 1, 2019): 8–15. http://dx.doi.org/10.47623/ivap-rvgp.16.2019.01.

Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES , VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.

Parvathi, K., S. Sujitha, and Allen steve. "Online Campus Selection Process." International Journal on Cybernetics & Informatics 10, no. 2 (May 31, 2021): 269–76. http://dx.doi.org/10.5121/ijci.2021.100230.

Sutrisno, Sutrisno, Sutikno Wahyu Hidayat, Avando Bastari, and Okol Sri Suharyo. "APPLICATION OF FUZZY MULTIPLE CRITERIA DECISION MAKING (MCDM) IN SELECTION OF PROSPECTIVE EMPLOYEES." JOURNAL ASRO 10, no. 1 (May 7, 2019): 10. http://dx.doi.org/10.37875/asro.v10i1.86.

Dissertations / Theses on the topic "Recruitment and selection process"

LeCompte, Angela D. "Cost analysis of the University of Wisconsin-Stout unclassified recruitment and selection process." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003lecomptea.pdf.

Löv, Michelle, Tinne Lestrin, and Josefine Uppfeldt. "Föredrar arbetsgivaren festprissen eller kontorsnissen? : En kvalitativ studie om rekryterares granskning av arbetssökandes sociala medier inom IT-branschen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105042.

Bhaur, Amer, and Jakub Mulač. "Dimensions of Enterprise Hypocrisy with Specifics to Recruitment & Selection." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1222.

The increase in white-collar crimes has become a common feature around the globe and

its impact has left many conglomerates despaired affecting businesses, economies,

employees and families that are somehow related to these organizations. The famous

money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil

Company, Qwest Communications International, Tyco, and WorldCom, are true bitter

realities of the corporate world. The dilemma is costing enterprises great amounts of

money to set the image right that keeps on getting wrong. People are hired on loads of

relevant work experience with excellent academic backgrounds, yet the strain of

dishonesty lurks within the individual worker of an organization.

The purpose of the research is to investigate the dismal realities that occur within the

recruiters’ conscious or subconscious mind during a recruitment and selection process

(the gateway to an organization). Our objective is to identify the dimensions of enterprise

hypocrisy and to understand and explain the scenarios and the ways professionals are

trying to cope with the matter.

The recruiters see the white collar crimes as a potential rising concern and are using

personality test such as the OPQ 32 (Occupational Personality Questionnaire) together

with other methods (interviews, references, intuition, education, etc.) in hiring the right

candidate for the job, which hopefully would be potentially harmless to the organization.

The findings are not based on a systematic comparative study and can therefore only be

interpreted as indicative.

Peterová, Lenka. "Získávání a výběr zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17212.

Degenaar, Wilna. "The development of a model that incorporates ethics in the recruitment and selection process." Diss., Pretoria: [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-08242005-112228.

Vlčková, Lucie. "Rozbor procesů získávání a výběru zaměstnanců ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-201790.

Paul, Maya Larissa, and Rico Kleiner. "The Recruitment Process within the Family Business Context : A Multiple Case Study." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35710.

Akbarnejad, Navid. "Candidate workshop framework! : A tool to get better user experience in the recruitment process." Thesis, Linnéuniversitetet, Institutionen för design (DE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100568.

Hebib, Dzenita, and Rebecca Lindstedt. "Sociala medier i rekryteringsprocessen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26080.

Figueira, Patrícia Isabel Venâncio. "Recrutamento e Seleção na Empresa Deloitte : relatório de estágio." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11438.

Books on the topic "Recruitment and selection process"

Management, Institute of. Managing people: The recruitment and selection process. London: Pitman Publishing, 1995.

Curran, Margaret M. Stereotypes and selection: Gender and family in the recruitment process . London: H.M.S.O., 1985.

Monk, Kelly Ann. An analysis of the recruitment and selection process at Pfizer Limited. Oxford: Oxford Brookes University, 2001.

Schermerhorn, John R. Core concepts of management . Hoboken, N.J: Wiley, 2004.

Sharpe, Judith M. A case-study on: The effects of organisational change on the management recruitment and selection process in Irishorganisations . Dublin: University College Dublin, 1993.

Great Britain. Equal Opportunities Commission., ed. Stereotypes and selection: Gender and family in the recruitment process : a report for the Equal Opportunities Commission . London: H.M.S.O., 1985.

Cox, Peter. Passing the Police Recruit Assessment Process . Exeter [England]: Law Matters Pub., 2007.

Currie, Julia. Recruitment & selection . Manchester: Open College, 1995.

Imelauer, Gregor. Recruitment Process Outsourcing . Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-12773-2.

Book chapters on the topic "Recruitment and selection process"

Edis, Martin. "The Recruitment Selection Process Overall." In Both Sides of Selection , 154–60. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-12095-6_20.

Smoker, Annabel. "The Selection and Recruitment Process." In Launching Your Career in Nursing and Midwifery , 71–104. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-36241-4_4.

Kamran, Asif, Jawad Dawood, and Saad Bin Hilal. "Analysis of the Recruitment and Selection Process." In Advances in Intelligent Systems and Computing , 1357–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-47241-5_114.

Vannier, Benoît, Laurent de Castelbaiac, and Laurent Teysseyre. "ISO 9001 Certification of the Selection and Recruitment Department of Air France (DP.GS)." In Business Process Excellence , 237–46. Berlin, Heidelberg: Springer Berlin Heidelberg, 2002. http://dx.doi.org/10.1007/978-3-540-24705-0_14.

Sneddon, Wendy. "Step 4: how to define what and who you need?" In Ten steps to building a successful veterinary practice , 31–38. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0004.

Kubal, Agnieszka, Inna Shvab, and Anna Wojtynska. "Initiation of the RDS Recruitment Process: Seed Selection and Role." In Applying Respondent Driven Sampling to Migrant Populations , 37–48. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137363619_5.

Sneddon, Wendy. "Step 5: recruitment and induction." In Ten steps to building a successful veterinary practice , 41–54. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0005.

Resende, Inês, and Emília Fernandes. "Recruitment and Selection in the Expatriation Process: Comparing Perceptions between Organizations and Individuals." In Organizational Management , 132–49. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137473080_6.

Kesavaraj, Geeta, and Manjula Pattnaik. "A Study on the Effectiveness of Campus Recruitment and Selection Process in IT Industries." In Lecture Notes in Mechanical Engineering , 745–57. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-1007-8_71.

Aubry, Lise M., Emmanuelle Cam, and Jean-Yves Monnat. "Habitat Selection, Age-Specific Recruitment and Reproductive Success in a Long-Lived Seabird." In Modeling Demographic Processes In Marked Populations , 365–92. Boston, MA: Springer US, 2009. http://dx.doi.org/10.1007/978-0-387-78151-8_16.

Conference papers on the topic "Recruitment and selection process"

Olmedo, MSc Alexis, Paolo Herrera Manriquez, Felipe Rojas Rojas, and Michael Olivares Maturana. "Analysis of the Factors Affecting the Decision Making Process of Recruitment and Selection of Strategic Positions." In International Symposium on the Analytic Hierarchy Process . Creative Decisions Foundation, 2014. http://dx.doi.org/10.13033/isahp.y2014.035.

Perkasa, Didin, Ryani Parashakti, and Yohana Prexi. "Effect of Recruitment and Selection Process on Employee Performance at PT Neckermann Utama Jakarta." In Proceedings of The International Conference on Environmental and Technology of Law, Business and Education on Post Covid 19, ICETLAWBE 2020, 26 September 2020, Bandar Lampung, Indonesia . EAI, 2020. http://dx.doi.org/10.4108/eai.26-9-2020.2302689.

Chen, Honglin, Xia Li, Jianghua Zhu, and Liren Li. "Recruitment and selection of dual-qualification nursing teachers: a fuzzy analytic hierarchy process approach." In 2015 International Conference on Industrial Technology and Management Science . Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/itms-15.2015.217.

Ozkan, Necmettin. "Digging social networks by mashups to support recruitment and selection functions in university student intake process." In 2010 IEEE International Workshop on: Business Applications of Social Network Analysis (BASNA) . IEEE, 2010. http://dx.doi.org/10.1109/basna.2010.5730303.

Western, Laura T., Kuldeepsinh Rana, and Michael R. King. "Flow-Based Isolation and Neutralization of Circulating Tumor Cells." In ASME 2009 7th International Conference on Nanochannels, Microchannels, and Minichannels . ASMEDC, 2009. http://dx.doi.org/10.1115/icnmm2009-82137.

Sirkemaa, Seppo. "DEVELOPING RECRUITMENT PROCESS WITH ELECTRONIC RECRUITMENT." In 10th annual International Conference of Education, Research and Innovation . IATED, 2017. http://dx.doi.org/10.21125/iceri.2017.0103.

Chow, Sam, and Derek Chapman. "Gamifying the employee recruitment process." In Gamification '13: Gameful Design, Research, and Applications . New York, NY, USA: ACM, 2013. http://dx.doi.org/10.1145/2583008.2583022.

Kosucu, Bilgin, Ozlem Durmaz Incel, and Cem Ersoy. "Recruitment selection strategies for crowdsourced sensing." In 2012 20th Signal Processing and Communications Applications Conference (SIU) . IEEE, 2012. http://dx.doi.org/10.1109/siu.2012.6204824.

Vemić Đurković, Jelena, Ivica Nikolić, and Slavica Siljanoska. "KNOWLEDGE BASED EMPLOYMENT PROCESS – DATA DRIVEN RECRUITMENT." In 6th International Scientific Conference ERAZ - Knowledge Based Sustainable Development . Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eraz.2020.207.

Siraj, Fadzilah, Norhashimah Mustafa, Megat Firdaus Haris, Shahrin Rizlan Mohd Yusof, Muhammad Ashraq Salahuddin, and Md Rajib Hasan. "Pre-selection of Recruitment Candidates Using Case Based Reasoning." In 2011 Third International Conference on Computational Intelligence, Modelling and Simulation (CIMSiM) . IEEE, 2011. http://dx.doi.org/10.1109/cimsim.2011.24.

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