Abstract
Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.
Highlights
The recruitment and selection process is a dynamic, complex and an important part of human resource management in organisations [1]
Thehiring current study finds that therethat are are seven items in from the applicant perspective andsignificant five items values to be accepted as critical aspectsthat of the to improve or enhance an from the hiring member’s perspective areselection enlisted process
This empirical study investigated the critical aspects of recruitment and selection process in the Technical and Further Education (TAFE)/Dual education sector covering both urban and regional Victoria in Australia
Summary
The recruitment and selection process is a dynamic, complex and an important part of human resource management in organisations [1]. Some of which are: Research to study the connection between the selected applicant and their performance rate on the job [8], the efficiency of making the selection decision with assistance from technology [9,10], improving the selection process by training the interviewers [11], building recruitment strategies to increase the predictability of the right applicant [12], applicants trying to fake their personalities and resumes to get selected in the interview process [13,14] While these studies have contributed to the body of knowledge in understanding the selection process to greater depths, not much research or practical headway has been made with regards to establishing a common measurable and objective interview structure focusing on standardised
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