Published on: April 2026
A STRATEGIC ANALYSIS OF RECRUITMENT AND SELECTION METHODOLOGIES IN MANUFACTURING AND SERVICE ORGANIZATIONS
DIVYANSHI SAHU
SHYAM DUBEY
Article Status
Available Documents
Abstract
In the contemporary industrial landscape, the chasm between organizational success and stagnation is often bridged by the quality of the workforce. As manufacturing and service organizations navigate an increasingly volatile, uncertain, complex, and ambiguous (VUCA) environment, the Human Resource Management (HRM) function has transitioned from a mere administrative overhead to a core strategic partner. At the heart of this transformation is the recruitment and selection process. Recruitment is not merely the act of filling a vacancy; it is the strategic procurement of human capital that possesses the specialized skills, psychological traits, and cultural alignment necessary to drive organizational objectives.
How to Cite this Paper
SAHU, D. (2026). A Strategic Analysis of Recruitment and Selection Methodologies in Manufacturing and Service Organizations. International Journal of Creative and Open Research in Engineering and Management, <i>02</i>(04). https://doi.org/10.55041/ijcope.v2i4.508
SAHU, DIVYANSHI. "A Strategic Analysis of Recruitment and Selection Methodologies in Manufacturing and Service Organizations." International Journal of Creative and Open Research in Engineering and Management, vol. 02, no. 04, 2026, pp. . doi:https://doi.org/10.55041/ijcope.v2i4.508.
SAHU, DIVYANSHI. "A Strategic Analysis of Recruitment and Selection Methodologies in Manufacturing and Service Organizations." International Journal of Creative and Open Research in Engineering and Management 02, no. 04 (2026). https://doi.org/https://doi.org/10.55041/ijcope.v2i4.508.
Search & Index
References
- Ahmed, S., & Schroeder, R. G. (2002). The importance of recruitment and selection process for the sustainability of Total Quality Management. International Journal of Quality & Reliability Management, 19(5), 540-550. https://doi.org/10.1108/02656710210427511
- Alderfer, C. P., & McCord, C. G. (1970). Personal and situational factors in recruitment interviews. Journal of Applied Psychology, 54(4), 377–385.
- Arvey, R. D., & Gordon, M. E. (1975). Different drop-out rates of minority and majority job candidates due to time lags between selection processes. Personnel Psychology, 28(5), 175-180.
- Barber, A. E. (1998). Recruiting Employees: Individual and Organizational Perspectives. Sage Publications.
- Blank, J. B., Cawthon, P. M., & Johnson, J. P. (2005). Overview of recruitment for the osteoporotic fractures in men study (MrOS). Contemporary Clinical Trials, 26(5), 557-568.
- Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103-118.
- Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26(3), 405-434.
- Chien, C. F., & Chen, L. F. (2008). Data mining to improve personnel selection and enhance human capital: A study on high-technology industry. Expert Systems with Applications, 34(1), 280-290.
- Decenzo, D. A., & Robbins, S. P. (2010). Fundamentals of Human Resource Management (10th ed.). John Wiley & Sons.
- Dessler, G. (2017). Human Resource Management (15th ed.). Pearson Education.
Ethical Compliance & Review Process
- •All submissions are screened under plagiarism detection.
- •Review follows editorial policy.
- •Authors retain copyright.
- •Peer Review Type: Double-Blind Peer Review
- •Published on: Apr 20 2026
This article is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. You are free to share and adapt this work for non-commercial purposes with proper attribution.