Literature Review:
relationship of recruitment with Quota
Samreen, Afsheen and Sidra (2017)
investigated the Human Resource
Management field aspect recruitment and
selection procedure with self-assessment,
E recruitment and advertising techniques
along with Control variable using
Methodology based on secondary
data/questionnaire method for the period
of 1989 to 2017 in Pakistan. The authors
founded that the employees recruitment
have a positive relationship between
techniques, self-questionnaire and e-
recruitment. Self-questionnaire is the best
technique and helpful for selecting a
candidate. The sample size of this
research was 100.
Ghulam (2014) investigated the different
aspects of Human Resource management
field related to employees behavior
particularly recruitment and selection
procedure with organization politics,
transparency, line management, HR
capacity, State politics and selection
procedure along with central variable
utilizing SPSS model for the period of
1992 to 2014 in Pakistan. The authors
founded that the organization politics,
selection procedure and line management
significant effect on fair recruitment
whereas transparency and HR capacity
have insignificant effect on fair
recruitment. Regarding the analysis of
relationship and influence, variables line
management, and selection procedure
shows the significant influence in fair
recruitment whereas state politics
organization politics, Transparency and
HR capacity shown insignificant influence
in fair recruitment.
Momtaz (2012) investigated the
policy, Faculty examination procedures,
politicization and corruption, recruitment
agencies or authorities, conditions of
eligibility and methods of recruitment
along with central variable utilizing
methodology based on secondary sources
for the period of 1979 to 2012 in
Bangladesh. The authors founded that the
conditions of eligibility, recruitment
agencies or authorities and methods of
recruitment have a positive relation with
recruitment and quota policies, faculty
examination, politicization and corruption
have negative relation with recruitment
selection procedure in Bangladesh.
Md. Fardausar, Md. Rabiul and A M
Mokarrom (2015) investigated the
relationship of recruitment with
Promotion, Up Gradation, Transfer,
Temporary Assignment, Additional
Assignments, Advertisements, Employee
Agencies and Professional Organizations
along with control variable using primary
and secondary sources for the period of
1978 to 2015 in Bangladesh. The authors
founded that promotion, up gradation,
transfer, temporary assignment, additional
assignment, advertisement, employee
agencies and professional organizations
having a positive relation with effective
recruitment.
Ibrahim (2014) investigated the different
aspects of Human Resource management
field related to employees behavior
particularly recruitment and selection
procedure with political interference,
technical knowhow, unlawful
discrimination, merit, labor force,
employment agencies along with central
variable utilizing comprehensive document
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review methodology for the period of
1960 to 2014 in Nigeria. The authors
founded that the relation of recruitment
with employment agencies, merit, labor
forces, and technical knowhow having
positive effect as where unlawful
discrimination and political interference
having negative effect with recruitment
selection procedure.
Joy, Ugochukwu, and Ndubuisi (2015)
investigated that the relationship of
recruitment with selection criteria, external
factors, transparency, and extensiveness
along with control variable using
questionnaire methodology based on
secondary data for the period of 1963 to
2015 in UK. The authors explores that the
selection criteria, transparency and
extensiveness of recruitment have a
positive relation, where as external factors
influence the recruitment in negative way.
Ayesha (2015) investigated that the
recruitment relationship with staff
employment agencies, target population
and sample size, reference, orientation,
structured and unstructured interviews
along with central variable utilizing SPSS
model for the period of 1980 to 2015 in
Pakistan. The authors exploring that the
target population, sample size, orientation
and structured interviews having positive
relation for effective recruitment where as
unstructed interviews and reference having
negative relationship in selection
procedure.
Owais (2012) investigated that the
recruitment relationship with old
generation approach and new generation X
approach along with central variable
utilizing internal and external sources for
the period of 2003 to 2012 in Pakistan.
The authors exploring that the new
generation X approach having positive
relation in selection process in 21st century
where as old generation approach having
negative relationship with recruitment
process.
Rakib (2013) investigated that the
relationship of recruitment with interview,
pre service training, structure for
recruitment process, medium for job
advertisement, sources of workforce
employment, screening criteria,
performance of backwardness and
evaluation system along with control
variable using qualitative research
methodology based on primary and
secondary data for the period of 1965 to
2013 in Bangladesh. The authors explore
that all these variables having positive
effect on recruitment and selection
procedure Neeraj (2012) investigated that
the relationship of recruitment with
portals, employee references, consultancy
and missing along with central variable
utilizing SPSS model for the period of
1990 to 2012 in India. The authors
founded that the portals, employee
references, consultancy having positive
relation with recruitment.
Neeraj (2012) investigated that the
relationship of recruitment with portals,
employee references, consultancy and
missing along with central variable
utilizing SPSS model for the period of
1990 to 2012 in India. The authors
founded that the portals, employee
references, consultancy having positive
relation with recruitment.
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References: contemporary research in business,
4(2), 887-901.
1. Samreen U, Afsheen M, Sidra, S, 9. Rakib A, (2013), Employee
(2017), Recruitment selection policies recruitment and selection procedure of
and procedure, International Journal of NGOS in Bangladesh: A case study on
Multidisciplinary and Current research, BRAC, Asian business review, 2(1),
5(1), 525-529. 24-30.
2. Ghulam N, (2014), Effective 10. Neeraj K, (2012), a study of the
recruitment and selection procedure: Recruitment and selection process:
An analytical study based on public SMC Global, International
sector universities in Pakistan, Public Engineering letters, 2(1), 34-43.
Policy and Administration Research,
4(10), 12-20.
3. Momtaz J, (2012), Recruitment and
selection process in Bangladesh Civil
Service: A critical overview, Public
Policy and Administration Research,
2(5), 29-36.
4. Md. Ferdausur R, Md. Rabiul I, and A
M Mokarrom H K, (2015),
Recruitment and selection procedure:
A case study on Palmal Group,
International Journal of Business and
Technopreneurship, 5(2), 239-254.
5. Ibrahim Y, (2014), Recruitment and
selection criteria in Nigerian public
service: Nature, challenges and way
forward, British journal of economics,
management and trade, 4(7), 1005-
1017.
6. Joy O. E, Ugochukwu U. I, and
Ndubuisi U,(2015), The impact of
recruitment and selection criteria on
organizational performance, Global
journal of human resource
management, 3(2), 22-33.
7. Ayesha Y, (2015), Recruitment and
selection process of Higher Education
Sector and its impact on organizational
outcomes, International journal of
human resource studies, 5(4), 79-94.
8. Owais S, (2012), Recruitment in 21st
century, Interdisciplinary journal of

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