Original Research

Exploring recruitment and selection trends in the Eastern Cape

Gerrit J. Louw
SA Journal of Human Resource Management | Vol 11, No 1 | a319 | DOI: https://doi.org/10.4102/sajhrm.v11i1.319 | © 2013 Gerrit J. Louw | This work is licensed under CC Attribution 4.0
Submitted: 11 August 2010 | Published: 14 August 2013

About the author(s)

Gerrit J. Louw, Department of Industrial and Organisational Psychology, Nelson Mandela Metropolitan University, South Africa

Abstract

Orientation: The recruitment, selection and development of suitable candidates are crucial strategic functions to ensure the competitiveness of corporate and public sector organisations.

Research purpose: The purpose of the study was to determine whether targeted organisations have a clear recruitment and selection policy by means of a preliminary exploratory study. In addition to this, the objective was the need to establish the various techniques or methods in use to recruit and select candidates for vacant posts.

Motivation for the study: To develop a better understanding of the trends in the application of recruitment and selection methods within the Eastern Cape.

Research design, approach and method: This study has a non-experimental design. Methodological processes followed a qualitative and quantitative mixed approach. Structured interviews were used to collect data followed by a descriptive statistical analysis, summary and interpretation of results.

Main findings: Whereas newspaper advertising and recruitment agencies are the most popular recruitment methods, the application blank and interviews were mostly preferred for selection purposes. Although assessment centres and psychological assessments were also regarded as popular selection methods, assessment centres were; however, the most prominent selection method to follow of the above two mentioned selection methods.

Practical/managerial implications: The research findings could provide corporate leaders and their human resource functionaries with a theoretical pointer relative to recruitment and selection trends within the Province which could guide more effective skills attraction and selection decisions.

Contribution/value-add: The study provided valuable strategic information to improve on organisational competiveness via effective recruitment and selection processes. In addition, training and educational programmes could eventually fill the needs and gaps identified in organisational functioning and professional service delivery.

Keywords

Talent management; assessment; interviewing; psychologist; psychometrist

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