Article’s

Recruitment and selection (R&S) are pivotal processes for organizations to secure a continuous influx of qualified personnel, essential for achieving organizational objectives. Employees play a vital role in translating plans into tangible outcomes. The approaches to R&S can vary based on the organization’s nature and industry. Service-oriented sectors typically require more personnel compared to manufacturing industries. Consequently, companies engage in R&S activities to onboard new employees or advance existing ones, ensuring internal competitiveness. This study delves into R&S as a critical component of the Human Resources (HR) department, concentrating on the R&S process, sourcing strategies, factors influencing R&S in contemporary companies, and novel challenges faced by HR departments in making hiring decisions. R&S is a multifaceted process necessitating comprehensive knowledge of both internal and external organizational facets before determining the optimal approach. Furthermore, recruitment determinations by HR teams are influenced by theories such as attribution theory and turnover theory. The evolving landscape has diminished the emphasis on academic qualifications during recruitment, with artificial intelligence exerting an increasing influence on the quality of new hires. Employing a deductive approach to R&S enables companies to attract candidates whose skills align with their staffing requirements.