PRACTICES AND CHALLENGES OF RECRUITMENT AND SELECTION: THE CASE OF ST. MARY’S UNIVERSITY

Abstract

The research focuses on the study of the practices and challenges of recruitment and selection at St. Mary’s University. Recruitment and selection are the critical function of HRM that ensure the acquisition of best employees that enhance the competiveness of an organization. The objectives of the study includes identifying the extent to which the recruitment and selection practice of St. Mary’s University match to the HRM principles, the extent to which the university pursue its own policy, alternative recruitment methods considered and what challenges faced in relation to the process. To achieve these objectives stratified random sampling was used to distribute 92 questionnaires to employees of St. Mary’s University where all were filled and returned. Interview was also conducted with HR staff of the university. Moreover, recruitment and selection policy of SMU was closely analyzed against the accepted practices of recruitment and selection. The data obtained through questionnaire were presented and analyzed using simple descriptive analysis such as frequency and percentage. The findings of the study illustrated the recruitment and selection practice and policy of St. Mary’s university don’t comprehensively fit to the accepted practice HRM. The university’s recruiting body also do not strictly follow its own policy. Moreover, the recruitment and selection process are not effective that the detailed job specifications were not availed for applicants at recruitment stage and all the selection steps were not pursued. Furthermore, the recruitment process makes wrong expectations that are not met after selection. From these findings, the researcher recommended the university need to make further analysis of its recruitment practice and policy and make comprehensive amendment.