Abstract:
The selection of new employees is a critical determinant of an organization’s capacity to achieve competitive objectives and ensure operational stability. This research study examines the recruitment and selection processes implemented in the appointment of academic staff. Data were collected through purposive sampling from all candidates who participated in selection interviews for academic positions at the University of Ruhuna between 2022 to February 2024. Quantitative data were obtained via a questionnaire designed to assess candidates' perceptions using a five-point Likert scale. The questionnaire evaluated five primary factors consisting of 26 subfactors. The analysis utilized a mixed-methods approach, incorporating weighted mean analysis, frequency analysis, correlation analysis, and multiple regression analysis. A significant positive correlation was identified between candidates' perceptions of the recruitment and selection processes and various recruitment activities, including the interview structure, the composition of the interview panel, and the reliability of the selection criteria. The study further examined the elements and sub-elements that influence the differing perceptions of candidates regarding the recruitment and selection process. The study did not reveal a significant relationship between demographic variables such as age, gender, civil status, highest educational qualification, and field of study and candidates' perceptions regarding the recruitment and selection process. This research reinforces the application of organizational justice theory in understanding candidates' perceptions throughout the recruitment and selection process. Research indicates that candidates who have a strong understanding of digitalized online application systems are more likely to demonstrate their abilities and preference for using such systems.
