Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance

Abstract

The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. A quantitative method used to analyze this study, the researchers prepared questionnaire and distributed at Telecommunication Companies in Erbil-Kurdistan. The objective of this research paper is to determine the recruitment and selection procedures in organizations, and finding out the methodologies that are involved in the process. Moreover, finding out how being qualified and having certificates affects the recruitment process, and how different criteria such as gender, race, and culture effect on it as well. The survey was conducted at Telecom Companies. Employees filled the survey. Data was collected and Statistical Package for Social Sciences (SPSS) version 23 was used as the statistical analysis tool while descriptive statistics were calculated and used in the interpretation of findings. The population of this study is approximately 220 employees, The researchers distributed 80 questionnaires, but 69 questionnaires received from participants, however only 60 questionnaires were properly filled out by the participants, accordingly my sample size was initially a total of (60) surveys, and %100 was turned back which means 60 surveys. Data for the research paper was collected through a questionnaire paper distributed to employees working at Telecom Companies. The researchers found that there is no difference in candidates’ race and gender in internal promotion at Telecommunication Companies in Erbil-Kurdistan, therefore the researchers answered the first research question, and the second research question which stated that Within our organization, for second question the researchers found that the majority of participants believed that selection methods used (application forms, assessment centers, psychometric tests, interviews, CV data, references, group interviews) are important.

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