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Stream/Area:
-
Subject:
-
Paper ID:
IJSREM65784
Volume:
10 |
7 |
Jul 2026
Pages:
1-7
Publication Frequency:
Monthly (12 issues per year)
License:International Journal of Scientific Research in Engineering and Management follows the Creative Commons Attribution 4.0 (CC BY 4.0) License, allowing free use and distribution with proper attribution.
MBA
Gnanamani College of Technology, Namakkal
MBA
Gnanamani College of Technology, Namakkal
Better recruitment and selection strategies result in improved organizational outcomes. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. In today’s Competitive business environment, organizations have to respond to the requirements for people. It is important for an organization adopt well-structured recruitment policy, which can be implemented effectively to get the best results. This study helps the organization to identify the area of problem and suggest way to improve the recruitment and selection process, this study focus on understanding recruitment and selection process. Convenient sampling is used in this study. The sample size for the study is 150. The tools that are used in this study are Percentage analysis, correlation, anova and Chi square test is used.
KEYWORDS
Recruitment and selection process getting very much importance these days in the organization. It is very critical thing to evaluate the human resource. It is a systematic procedure that involves many activities. The process includes the step like HR planning attaining applicant and screening them. It is very important activity as it provides right place at right time. It is not easy not an easy task as organization future is depend on this activity, if suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization . So it is an activity for which human resource departments gets very much importance. Recruitment and selection procedure and its important also gets changed as the organization changed.
· Armstrong, M. (1992) Human Resource Management: Strategy and Action, London: KoganPage. · Beaumont, P. B. (1993) Human Resource Management: Key Concepts and Skills, London: Sage Publications · Carrell, M. R., Elbert, N. F., and Hatfield, R. D. (1995) 'Employee Recruitment', in Human Resource Management: Global Strategies for Managing a Diverse Work Force, Englewood Cliffs, New Jersey: Prentice Hall. · Carrell, M. R., Elbert, N. F., and Hatfield, R. D. (1995) 'Employee Selection', in Human Resource Management: Global Strategies for Managing a Diverse Work Force, Englewood Cliffs, New Jersy: Prentice Hall · Drakeley, R. (1989) 'Biographical Data', in Herriot, P. (Ed. ), Assessment and Selection in Organizatiom: Methods and Practice for Recruitment and Appraisal, Chichester: John Wiley. · Gold, J. (1994) 'Recruitment and Selection', in Bratton, J. and Gold, J. (Eds.), Human Resource Management: Theory and Practice, London: Macmillan
Publication Date
7/3/2026
Peer Review Type
Double-Blind Peer Review
Review Rounds: 2
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Conflict of Interest
The authors declare no conflict of interest related to this research work.
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