ABSTRACT
This chapter focuses on recruitment and selection processes. These systems may be the first formal interaction which candidates have with the organization. Their impact may extend across a range of stages in the pre-employment relationship with the organization, not only during the initial attraction, the selection process and the offer of employment, but also in the subsequent attrition, and decision by existing staff to leave. The two processes are discussed and distinct tools and instruments are explored. Three distinct paradigms for examining these initial Human Resources (HR) processes are outlined, with an exploration of how these perspectives have shaped both research and practice. The subsequent discussion of the recruitment and selection tools notes the influences of these approaches. Finally, emergent concerns are identified, including demographic changes, global recruitment and selection, and the role of trust in shaping perceptions and behaviours of selectors and applicants.
