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Literature Review: Momtaz (2012) investigated the

relationship of recruitment with Quota

Samreen, Afsheen and Sidra (2017) policy, Faculty examination procedures,
investigated the Human Resource politicization and corruption, recruitment
Management field aspect recruitment and agencies or authorities, conditions of
selection procedure with self-assessment, eligibility and methods of recruitment
E recruitment and advertising techniques along with central variable utilizing
along with Control variable using methodology based on secondary sources
Methodology based on secondary for the period of 1979 to 2012 in
data/questionnaire method for the period Bangladesh. The authors founded that the
of 1989 to 2017 in Pakistan. The authors conditions of eligibility, recruitment
founded that the employees recruitment agencies or authorities and methods of
have a positive relationship between recruitment have a positive relation with
techniques, self-questionnaire and e- recruitment and quota policies, faculty
recruitment. Self-questionnaire is the best examination, politicization and corruption
technique and helpful for selecting a have negative relation with recruitment
candidate. The sample size of this selection procedure in Bangladesh.
research was 100.
Md. Fardausar, Md. Rabiul and A M
Ghulam (2014) investigated the different Mokarrom (2015) investigated the
aspects of Human Resource management relationship of recruitment with
field related to employees behavior Promotion, Up Gradation, Transfer,
particularly recruitment and selection Temporary Assignment, Additional
procedure with organization politics, Assignments, Advertisements, Employee
transparency, line management, HR Agencies and Professional Organizations
capacity, State politics and selection along with control variable using primary
procedure along with central variable and secondary sources for the period of
utilizing SPSS model for the period of 1978 to 2015 in Bangladesh. The authors
1992 to 2014 in Pakistan. The authors founded that promotion, up gradation,
founded that the organization politics, transfer, temporary assignment, additional
selection procedure and line management assignment, advertisement, employee
significant effect on fair recruitment agencies and professional organizations
whereas transparency and HR capacity having a positive relation with effective
have insignificant effect on fair recruitment.
recruitment. Regarding the analysis of
relationship and influence, variables line Ibrahim (2014) investigated the different
management, and selection procedure aspects of Human Resource management
shows the significant influence in fair field related to employees behavior
recruitment whereas state politics particularly recruitment and selection
organization politics, Transparency and procedure with political interference,
HR capacity shown insignificant influence technical knowhow, unlawful
in fair recruitment. discrimination, merit, labor force,
employment agencies along with central
variable utilizing comprehensive document
review methodology for the period of The authors exploring that the new
1960 to 2014 in Nigeria. The authors generation X approach having positive
founded that the relation of recruitment relation in selection process in 21st century
with employment agencies, merit, labor where as old generation approach having
forces, and technical knowhow having negative relationship with recruitment
positive effect as where unlawful process.
discrimination and political interference
having negative effect with recruitment Rakib (2013) investigated that the
selection procedure. relationship of recruitment with interview,
pre service training, structure for
Joy, Ugochukwu, and Ndubuisi (2015) recruitment process, medium for job
investigated that the relationship of advertisement, sources of workforce
recruitment with selection criteria, external employment, screening criteria,
factors, transparency, and extensiveness performance of backwardness and
along with control variable using evaluation system along with control
questionnaire methodology based on variable using qualitative research
secondary data for the period of 1963 to methodology based on primary and
2015 in UK. The authors explores that the secondary data for the period of 1965 to
selection criteria, transparency and 2013 in Bangladesh. The authors explore
extensiveness of recruitment have a that all these variables having positive
positive relation, where as external factors effect on recruitment and selection
influence the recruitment in negative way. procedure Neeraj (2012) investigated that
the relationship of recruitment with
Ayesha (2015) investigated that the portals, employee references, consultancy
recruitment relationship with staff and missing along with central variable
employment agencies, target population utilizing SPSS model for the period of
and sample size, reference, orientation, 1990 to 2012 in India. The authors
structured and unstructured interviews founded that the portals, employee
along with central variable utilizing SPSS references, consultancy having positive
model for the period of 1980 to 2015 in relation with recruitment.
Pakistan. The authors exploring that the
target population, sample size, orientation Neeraj (2012) investigated that the
and structured interviews having positive relationship of recruitment with portals,
relation for effective recruitment where as employee references, consultancy and
unstructed interviews and reference having missing along with central variable
negative relationship in selection utilizing SPSS model for the period of
procedure. 1990 to 2012 in India. The authors
founded that the portals, employee
Owais (2012) investigated that the references, consultancy having positive
recruitment relationship with old relation with recruitment.
generation approach and new generation X
approach along with central variable
utilizing internal and external sources for
the period of 2003 to 2012 in Pakistan.

References: contemporary research in business,
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1. Samreen U, Afsheen M, Sidra, S, 9. Rakib A, (2013), Employee
(2017), Recruitment selection policies recruitment and selection procedure of
and procedure, International Journal of NGOS in Bangladesh: A case study on
Multidisciplinary and Current research, BRAC, Asian business review, 2(1),
5(1), 525-529. 24-30.
2. Ghulam N, (2014), Effective 10. Neeraj K, (2012), a study of the
recruitment and selection procedure: Recruitment and selection process:
An analytical study based on public SMC Global, International
sector universities in Pakistan, Public Engineering letters, 2(1), 34-43.
Policy and Administration Research,
4(10), 12-20.
3. Momtaz J, (2012), Recruitment and
selection process in Bangladesh Civil
Service: A critical overview, Public
Policy and Administration Research,
2(5), 29-36.
4. Md. Ferdausur R, Md. Rabiul I, and A
M Mokarrom H K, (2015),
Recruitment and selection procedure:
A case study on Palmal Group,
International Journal of Business and
Technopreneurship, 5(2), 239-254.
5. Ibrahim Y, (2014), Recruitment and
selection criteria in Nigerian public
service: Nature, challenges and way
forward, British journal of economics,
management and trade, 4(7), 1005-
6. Joy O. E, Ugochukwu U. I, and
Ndubuisi U,(2015), The impact of
recruitment and selection criteria on
organizational performance, Global
journal of human resource
management, 3(2), 22-33.
7. Ayesha Y, (2015), Recruitment and
selection process of Higher Education
Sector and its impact on organizational
outcomes, International journal of
human resource studies, 5(4), 79-94.
8. Owais S, (2012), Recruitment in 21st
century, Interdisciplinary journal of