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A Systematic review of literature on Recruitment and Selection Process

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 Humanities & Social Sciences Reviews
eISSN: 2395-6518, Vol 7, No 2, 2019, pp 01-09
https://doi.org/10.18510/hssr.2019.721

A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND

SELECTION PROCESS
Kanagavalli G.1, Dr.Seethalakshmi R.2, Dr.Sowdamini T.3
1
Assistant Professor/Research Scholar, Department of Commerce, Cauvery College for Women, Tiruchirappalli, Tamil
Nadu, India.
2
Assistant Professor, Department of Commerce, Cauvery College for Women, Tiruchirappalli, Tamil Nadu, India.
3
Assistant Professor, GITAM Institute of Management, Visakhapatnam, Andhra Pradesh, India
1
[email protected], [email protected], [email protected]
Article History: Received on 02nd January, Revised on 15th February, Published on 05th March 2019
Abstract
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.
Keywords: Recruitment and Selection, Literature Review, Content Analysis, Strategic Staffing, Competitive Advantage.
INTRODUCTION
Human Resource Management is a strategic process of coordinating, planning, organizing, directing, and controlling the
organization system. In order to achieve the goals of an organization, a team or group of employees must be developed to
pave the way for the recruitment and selection process. It should be handled in a structured manner to select the right
candidate for suitable positions. Recruitment and selection is the process of getting human resources into the
organizations' departments, sections, and jobs (McKenna & Beach 2008). Venkatesh and Jyothi (2009) use what might
be an even more useful definition of recruitment that is about the art of discovering and procuring potential applicants for
the actual and anticipated vacancies in organizations. Different strategies are adopted for selecting a candidate between
the countries. Scrutinizing the Indian context, the exogenous factors, such as recruiting policy, human resource planning,
size of the organization, cost involved in recruitment, growth and expansion of an organization, etc. influences the
recruitment strategy. On the other hand, recruiters focus on job analysis, environmental analysis, and personality traits of
the prospective candidate in the global context. By adding an extension to the process, they make an analysis of
expatriate factors, such as family stress, culture, inflexibility, emotional immaturity, physical breakdown, responsibility
overload, etc. These factors have not been given any prime importance and are neglected in the Indian context. Thus, in
order to bridge this research gap, the researcher has done a detailed study of recruitment and selection through a
systematic literature review.

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 Humanities & Social Sciences Reviews
eISSN: 2395-6518, Vol 7, No 2, 2019, pp 01-09
https://doi.org/10.18510/hssr.2019.721
Purpose of the study
The main purpose of this study is to do a systematic literature review analyzed by content analysis on "Recruitment and
Selection".
METHODOLOGY
Data Collection: In order to accomplish the goals of this study, 40 peer reviewed papers on Recruitment and Selection
for the past nine years were collected from various sources for analyzing the study. The data were collected from various
websites and libraries, Emerald (www.emeraldinsight.com), JSTOR (www.jstor.org), and Researchgate
(www.researchgate.net).
Analyzing the collected data: The analysis of this study was elaborate in several stages with adequate sample and
collected data. The content analysis table shows the year, journal name, author name, title, objective, country and
findings.
Table 1: Text accordingly to the themes of reviewed paper
Year Journal Author and Title Objective Country
a) Internal Recruitment
2010 Journal of Policy Don Boyd, Hump To measure teachers’ New York
Analysis and Lankford, Susanna Loeb, effectiveness and
Management. Matthew Ronfeldt and contribution towards
JimWyckoff students’ achievements.
The Role of Teacher To examine the school
Quality in Retention and hiring authority.
Hiring: Using
Applications to Transfer
to Uncover Preferences
of Teachers and Schools
2010 Social Forces Eunmi Mun The researcher analyzed Japan
Sex Typing of Jobs in employers' pre-hire
Hiring: Evidence from decisions based on the
Japan wage level and on-the-job
training that accompany
the sex typing of job
2013 Journal of Labor Jed DeVaro and Hodaka To analyze the shape of a Chicago
Economics Morita firm’s organizational
Internal Promotion and hierarchy to influence the
External Recruitment: A internal versus external
Theoretical and Empirical hiring decision.
Analysis
b)External Recruitment
2010 Journal of Business Alan M. Saks and Krista To investigate the Dubai
and Psychology L. Uggerslev sequential effects of
Sequential and Combined recruitment information on
Effects of Recruitment the applicants’ reactions
Information on Applicant on campus fair,
Reactions recruitment interview, and
site visit.
2010 Modern Asian Samita Sen To examine the role of India
Studies Commercial recruiting jobbers in the recruitment
and Informal system of the Assam tea
Intermediation: debate plantations and the state in
over the sardari system in an attempt to loosen the
Assam tea plantations stranglehold of
professional contractors.
2010 Journal of Business María Fernanda García, To enumerate the impact USA
and Psychology. Richard A. Posthuma of benefit information in
and Manuel Quiñones recruitment advertisements
How Benefit Information on job pursuit intention.
and Demographics
Influence Employee

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Year Journal Author and Title Objective Country
Recruiting in Mexico

2011 Management Jasjit Singh and To examine the link Canada

Science Ajay Agrawal between recruiting
Recruiting for Ideas: inventors and using their
How Firms Exploit the prior ideas
Prior Inventions of New
Hires
2011 Labor History Linda Colley To enumerate aging public Australia
The Passing of Youth: workforces is not a recent
How removal of phenomenon, but occurred
traditional youth whenever there was a
recruitment policies change in the traditional
contributed to the ageing youth recruitment policies.
of Public Service
workforces
2011 Administrative Matthew Bidwell To analyze the differences New York
Science Quarterly. Paying more to get less: between internal mobility
The effects of External and external hiring routes
Hiring versus Internal that affect subsequent
Mobility outcomes in jobs.
2011 Journal of Business Tracy M. Kantrowitz, To describe the use of USA
and Psychology Craig R. Dawson and CAT in organizations and
Michael S. Fetzer highlight examples of how
Computer Adaptive CAT has been applied to
Testing (CAT): A faster, the measurement of
smarter, and more secure cognitive ability,
approach to Pre- knowledge, and
Employment testing personality traits.
2011 European Journal Vladimir Hlasny To use a unique dataset of Korea
of East Asian Discriminatory Practices companies' application
Studies at South Korean Firms forms, and probability
Quantitative Analysis models to investigate the
Based on Job Application prevalence and economic
Forms determinants of such
profiling.
2012 State and Local Paul T. Knudson To analyze the regional New York
Government Regional Industrial level economic
Review Recruitment in Upstate development of
New York organizations, which can
help mediate local political
fragmentation that can
potentially undermine
jurisdictional economic
development
2012 Indian Journal of Mir Mohammed and To understand exploring Bangladesh
Industrial Relations Nurul Absar the differences and
Recruitment and similarities between the
Selection Practices in public and private sector
Manufacturing Firms in manufacturing firms of
Bangladesh Bangladesh with respect to
recruitment and selection
practices, sources of
recruitment, and selection
devices.
2012 The Annals of the Lauren a. Rivera To examine diversity USA
American Diversity within Reach: recruitment and diversity
Academy of Recruitment versus practices in elite law firms,
Political and Social Hiring in Elite Firms investment banks, and

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Year Journal Author and Title Objective Country
Science. management consulting
firms.

2012 Erdkunde Silja K. Bruland, Grete To investigate recruitment Norway

Rusten and Silja channels used by
Kristiansen Bruland companies for recruiting
Sourcing strategies, highly skilled
channels and geographies internationals to the
in the International Sunnhordland region in
recruitment of a highly Norway.
skilled work-force
2013 Indiana Journal of Helen D. Arnold To analyze that articles USA
Global Legal The affordable care act increased coverage created
Studies. and International by the Affordable Care
recruitment and migration Act will increase the
of nursing professionals demand for nurses, thus
requiring greater
recruitment and migration
of nursing professionals
from abroad.
2013 Journal of Peace Thomas Hegghammer To examine rebel Saudi
Research The recruiter's dilemma: recruitment from the Arabia
Signaling and rebel perspective of the
recruitment tactics recruiter.
2014 Social Indicators Lieselotte Blommaert, To understand individual Netherland
Research Marcel Coenders factors related to people's
and Frank van Tubergen likely discrimination
Ethnic Discrimination in against ethnic minorities.
Recruitment and Decision
Makers' Features:
Evidence from
Laboratory Experiment
and Survey Data using a
Student Sample
2014 Revue française de Sylvie Monchatre and To examine that France
sociologie, Peter Hamilton recruitment cannot be
(English Edition) Coming to Terms with reduced to a commodity
Diversity: Recruitment exchange based on
between Market Forces “competence
and Employee conventions”, but also fit
Mobilization into the rationales of
differential mobilization of
social groups.
2014 Journal of Vesa Peltokorpi and Eero To understand that Japan
International Vaara language-sensitive
Business Studies Knowledge transfer in recruitment is related to
multinational competence, networks,
corporations: Productive identity, and power in
and counterproductive MNCs
effects of language-
sensitive recruitment
2015 Research Gate Subhash C. Kundu To examine the variations India
Neha Gahlawat in the adoption of
Recruitment and recruitment
Selection Techniques practices and techniques
used in among Indian and
Corporate Sector: A multinational
Comparative Study of companies
Indian and
Multinational Companies

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Year Journal Author and Title Objective Country
2015 Journal of Public Leonard Bright and Cole To investigate the Texas
Affairs Education Blease Graham Jr. characteristics of degree
Why Does Interest in program, individual
Government Careers background, professional
Decline Among Public community, and personal
Affairs Graduate community that could
Students? explain the downward
trends.
2016 Political Research Melody E. Valdini and To examine the presence USA
Quarterly Christopher Shortell of women justices in the
Women's Representation highest constitutional
in the Highest Court: A courts. Such a presence of
Comparative Analysis of women varies significantly
the Appointment of across countries.
Female Justices
2016 Journal of Chungyalpa and To examine the India
Entrepreneurship Karishma T recruitment and selection
and Organization Best Practices and process and the latest
Management Emerging Trends in trends concerning
Recruitment and recruitment and selection.
Selection
2018 Journal of Human Dr. Dilip Aher and To examine the India
Resource Dr. Ghanshyam D. Giri recruitment and selection
Management and A Study of Recruitment process adopted by
Organizational and Selection Process production units in
Behavior with special reference to Maharashtra Industrial
Manufacturing Industries Development Corporation
in Pimpri-Chinchwad (MIDC) area in parts of
Midc Pune City, i.e., Pimpri-
Chinchwad.
2018 International Yashar Fadhil To measure the level of Iraq
Journal of Mohammed Harky effectiveness and
Contemporary The Significance of efficiency of the
Research and Recruitment and recruitment and selection
Review Selection on process and organizational
Organizational performance.
Performance: The Case
of Private owned
Organizations in Erbil,
North of Iraq
b). 1.E- Recruitment
2010 Public Performance Shamima Ahmed and To identify a list of web USA
and Management Allison Adams recruiting best practices
Web Recruiting In To conduct in-depth
Government interviews with a sample
Organizations: A Case of municipalities to
Study of the Northern understand the challenges
Kentucky/Greater of using web recruiting.
Cincinnati Metropolitan
Region.
2011 Public Contract Katherine Calogero To examine the USA
Law Journal Become a fan of developing trends and
Government procurement social networking
on Facebook: How The websites, which are the
Federal government's new frontiers of job
acquisition workforce can posting locations and a
use Social Networking perfect place for a
websites to recruit new struggling, aging
employees workforce to find potential
young hires

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Year Journal Author and Title Objective Country
2012 German Journal of Anna B. Holm To investigate the effects German
Research in Human E-recruitment: Towards of e-recruitment on the
Resource an Ubiquitous design of the recruitment
Management Recruitment Process and process
Candidate Relationship
Management
2012 The Public Opinion Annette Scherpenzeel To determine the optimal Netherland
Quarterly and Vera Toepoel recruitment strategy for a
Recruiting A Probability new online household
Sample for an Online panel.
Panel: Effects Of Contact
mode, Incentives, And
Information
2014 Social Forces Lieselotte Blommaert, To examine the ethnic Netherland
Marcel Coenders and minority of job applicants
Frank van Tubergen discriminated against in-
Discrimination of Arabic- recruitment procedures via
Named Applicants in the online resume database.
Netherlands: An Internet-
Based Field Experiment
Examining Different
Phases in Online
Recruitment Procedures
2015 American Journal Yas A. Alsultanny*, The aim of this paper is to Bahrain
of Information Mona F. Alotaibi evaluate the factors that
Science and Evaluating the Factors affect the attitude and
Computer Affecting on Intension to intention to use e-
Engineering Use of E-Recruitment recruitment.
b).2.Recruitment Processing Outsourcing
2010 The British Journal Shereen Hussein, To understand the elders’ London
of Social Work Jill Manthorpe and abuse, protection of older
Martin Stevens people, advocacy and
People in places: A people with learning
qualitative exploration of disabilities, and students'
recruitment Agencies' progression in higher
perspectives on the education
employment of
International social
workers in the UK
2015 Strategic Hasan Gilani To examine the linkages UK
Outsourcing: An exploratory study on and interconnection
An international the impact of between the concepts of
Journal recruitment process RPO and its contribution
outsourcing on towards the employer
employer branding of an branding process.
organization
2017 International Dr. Vipin Nadda To analyze the deals with India
Journal of Zaman Rafiq, distinct issues related to
Academic Research Dr. Pankaj Tyagi RPO and various
and Social Science Effectiveness and perspectives of utilizing
challenges of RPO
Recruitment process
outsourcing (RPO) in the
Indian Hotel Sector
c) Selection
2011 Journal of Business Cornelius J. König, To understand the Switzerland
and Psychology Eva Jöri characteristics about
and Patrizia Knüsel human resource
The Amazing Diversity practitioners and their
of Thought: A Qualitative selection procedure

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Year Journal Author and Title Objective Country
Study on How Human
Resource Practitioners
Perceive Selection
Procedures
2012 Journal of Dennis Campbell To investigate empirically Chicago
Accounting Employee Selection as a using personnel and
Control System lending data from a
financial services
organization that
implemented a highly
decentralized business.
FINDINGS AND DISCUSSION
The present study generates insights on recruitment and selection, which is a set of actions undertaken by organizations
to identify the candidates with the necessary skills and knowledge to be placed in a right job. The findings of these
factors suggest the similarities and variations in the recruitment and selection methods. In both Indian and global
contexts, the recruitment and selection processes are vastly influenced by certain exogenous and external factors like
gender differentiation, family stress, inflexibility in adopting internal environmental changes, emotional immaturity,
physical breakdown, responsibility overload, competition, social changes, legal changes, economic changes, and the
adoption of new technology in organizations, which constantly affect the recruitment and selection process. Mun (2010),
DeVaro and Morita (2013), Hussein, Manthorpe and Stevens (2010), and several authors surveyed the reasons behind the
factors influencing the recruitment and selection process. They found gender differentiation which indicates the need of
high training program for female members compared to male members. It also includes the cost factor that measures the
initial remuneration difference in this process. Phatak et al. (2005), Calogero (2011), Bidwell (2011), Blommaert,
Coenders and van Tubergen (2014), Peltokorpi and Vaara (2014), Kundu and Gahlawat (2015), and other authors
suggested that expatriate factors and technology upgradation internally influence the organizational behavior and the
psychological traits of potential candidates can also be modulated. It is also found out that a particular behavior in an
individual is not fixed and can be changed according to environmental changes. In the Indian context, recruiters focused
only on the aptitude test, written test, and face-to-face interviews and focused less on headhunting and failed to analyze
expatriate traits, which led to a reduced importance of potential candidates. On the other hand, the expatriate method is
used to find the right person through job analysis, environmental analysis, and personality traits of the prospective
candidate in the global context. Hence, concentrating on expatriate traits of candidates results in finding out the right
person for the right job.
CONCLUSION
The past researches highlighted on newly developed technologies, such as online recruitment, mobile recruitment
applications, and outsourcing recruitment. Adapting this new technology provides quick, effective, and efficient ways to
find the best candidate. Besides, there also some drawbacks to select the right candidate for an organization, as most of
the organizations do not consider the expatriate factor, which includes cross-cultural adaptation, personal qualities,
experience, skills, family situations, and attention from organizations for the implementation of other foreign
assignments. The expatriate factor has an impact on the demographic and psychological factors. It has been proved by
several researches that the recruitment and selection process is influenced by the expatriate process. Hence, the adoption
of a suitable methodology for the recruitment practices would result in finding out the right candidate for the right job.
Future scope of the work
Researchers can concentrate on the analysis of the repatriate factors in future.
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