A Challenge to Personnel Recruitment and Selection Practices

1986 ◽  
Vol 31 (2) ◽  
pp. 109-110
Author(s):  
John P. Wanous
Keyword(s):  
Personnel Recruitment ◽  
Recruitment And Selection ◽  
Selection Practices

Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices

2013 ◽  
Author(s):  
Derek R. Avery ◽  
Patrick F. McKay ◽  
Sabrina D. Volpone
Keyword(s):  
Research Literature ◽  
Future Research ◽  
Job Seekers ◽  
Research And Practice ◽  
Personnel Recruitment ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Shed Light ◽  
Selection Practices

In this chapter, we discuss the research literature on diversity staffing to shed light on a topic that is increasingly important to both researchers and practitioners. To navigate the literature in this area, we organize our discussion around six basic questions confronting organizations as they pursue diversity during the recruitment and selection processes: (1)whyshould organizations staff for diversity, (2)whoshould recruit and select applicants, (3)whatmessages should organizations convey to job seekers, (4)whenshould organizations prioritize diversity staffing, (5)whereshould organizations recruit applicants, and (6)howshould organizations select for diversity. We also discuss several existing gaps in the literature and identify directions for future research and practice.

scholarly journals Game-thinking in Personnel Recruitment and Selection: Advantages and Disadvantages

2020 ◽  
Vol 11 (2) ◽  
pp. 267-276
Author(s):  
Dan Florin STANESCU ◽  
◽  
Catalin IONITA ◽  
Ana Maria IONITA ◽  
◽  
...  
Keyword(s):  
Advantages And Disadvantages ◽  
Personnel Recruitment ◽  
Recruitment And Selection

scholarly journals RECRUITMENT AND SELECTION PRACTICE ON INDONESIA STATE-OWNED ENTERPRISE: A LITERATURE REVIEW

2020 ◽  
Vol 10 (2) ◽  
Author(s):  
Jafar Basalamah ◽  
Muhammad Herdiansyah Syahnur ◽  
Abdurrahman Basalamah
Keyword(s):  
Organizational Performance ◽  
Secondary Data ◽  
Organizational Growth ◽  
Factors Affecting ◽  
State Owned Enterprise ◽  
Literature Evidence ◽  
Recruitment And Selection ◽  
Hr Strategy ◽  
Different Sources ◽  
Selection Practices

In modern days recruitment and selection practices has become a challenge within the developing countries. Various companies struggling with personnel challenges due to increasing competent applicants. The labor market focuses on factors affecting recruitment and selection practices on organizational performance and it becomes a challenge for corporate owners. Because of the fact, attracting qualified, skilled and experienced candidates is important and urgent. In this note, relative HR strategy practices bring changes to organizational growth and impact organizational and corporate performance. The purpose of research was to explore factors affecting the recruitment and practice of selection on the company's performance. However, this research provides useful insight into critical literature, evidence and contributes to finding gaps in recruitment and practice selection at the company's performance in particular state-owned enterprises. Therefore, these studies review past literature and secondary data gathered from different sources such as official publications from each authority, website, journal, and books. This critical review emphasized that the recruitment and selection practices were manipulated in the recruitment sector of state-owned enterprise. Therefore, the company faced great difficulties to provide a professional public service.

The making of inclusion as structuration: empirical evidence of a multinational company

2014 ◽  
Vol 33 (3) ◽  
pp. 235-248 ◽  
Author(s):  
Renate Ortlieb ◽  
Barbara Sieben
Keyword(s):  
Participant Observation ◽  
Structuration Theory ◽  
Theoretical Framework ◽  
Organizational Practices ◽  
Firm Level ◽  
Content Type ◽  
Personnel Recruitment ◽  
Structural Dimensions ◽  
Recruitment And Selection

Purpose – The purpose of this paper is to theoretically and empirically analyse the question how organizations become inclusive – with special regard to migrants – and the potential limits to inclusion. Design/methodology/approach – The paper develops a theoretical framework based on Giddens’ structuration theory. By a firm-level case study, the paper empirically examines the theoretical propositions. Findings – The paper proposes that inclusion bears specific kinds of the structural dimensions signification, domination and legitimation on which organizational actors draw to reproduce the inclusive organization. The empirical case reveals three areas of organizational practices – personnel recruitment and selection; training and development; meals and parties – in the making of inclusion. But the interplay of specific rules and resources also contains social practices of differentiation and hierarchization that limit inclusion. Research limitations/implications – Future studies would benefit from considering additional socio-demographic characteristics and intersectionalities. An ethnographic approach on the basis of participant observation is also recommendable. A longitudinal empirical design focusing on causal relationships would expand the papers descriptive approach. Practical implications – The findings suggest that organizational actors can shape the structural dimensions corresponding to an inclusive organization by acting themselves accordingly and inciting others to do so. They should be aware of processes of differentiation and hierarchization that go along with practices of inclusion. Originality/value – Applying key arguments of structuration theory, the paper develops a comprehensive framework that considers corresponding rules and resources in detail. The empirical case study demonstrates the fruitfulness of the theoretical framework and reveals the ambivalence of organizational practices that promote inclusion.

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