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This paper seeks to examine the changes in the methods of graduate recruitment and selection that have been used by UK‐based organisations and to establish the reasons for the main changes and developments in the process of attracting and recruiting graduates.

Data were collected through the use of a structured questionnaire. Questionnaires were sent to 700 UK‐based employers selected from the Prospects Directory, the Graduate Employment and Training (GET) Directory and the Times Top 100 Graduate Recruiters. The response rate was just over 50 per cent and the data were analysed by using the statistical analysis software SPSS. The variables used were organisation size, recruitment methods, selection methods, cost, skills and reasons for the use of methods.

The analysis has shown that all employers, regardless of organisation size or activity type, tend to use more sophisticated, objective and cost‐effective methods of recruitment and selection than before. The process of graduate recruitment and selection in the UK has become more person‐related than job‐oriented because many employers are more interested in the attitudes, personality and transferable skills of applicants than the type or level of qualification acquired. Although some of the usual methods such as interviewing remain popular, there is a greater variety of ways by which graduates are attracted to and selected for their first jobs.

The findings of this study are expected to be useful for employers considering the introduction of new graduate recruitment programmes and for those wishing to improve their existing ones as well as for institutions of higher education to reconsider the type of knowledge and skills they provide in order to prepare their students for the real world of work.

This study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and tourism sectors in an emerging economy, Barbados.

The research utilized a quantitative survey covering 49 retailing, manufacturing and tourism‐oriented organizations to ascertain whether small organizations practice the procedures and methods outlined in the prescriptive literature on recruitment and training compared with large organizations. Institutional theory and resource‐based view informed the research.

It was found that recruitment processes and methods and training practices vary among small and large organizations. It suggests that, in Barbados, small businesses are likely to rely on informal recruitment methods and informal training practices compared with large businesses.

This study is only conducted across the retailing, manufacturing and tourism sectors in Barbados. The findings may have implications for management in other sectors, and small and large businesses in emerging economies.

The results provide academics and managers in both large and small businesses with insights into recruitment and training practices in small and large businesses in an emerging economy.

This paper contributes to the limited research done on recruitment and training activities among small‐sized and large‐sized firms in the English‐speaking Caribbean.

The paper's aims are to ascertain whether there is evidence of Egyptian organisations using recruitment and selection practices which are context specific and whether different practices are used for different job types; whether responsibility for recruitment and selection is shared between HRM specialists and line management; and whether there is evidence of increasing devolution of this responsibility to line managers.

Data were collected between May and July 2007 and produced 108 usable questionnaires. The questionnaire was adapted from the Price Waterhouse Cranfield project on HRM in Europe.

There is some evidential support for the influence of the Egyptian national context upon the practices used, with different practices, including the number of techniques being used for the recruitment and selection of different job types. There is evidence of substantial sharing of this responsibility with line management through consultation and of an increased devolution of responsibility to line management.

Investigating recruitment and selection practices with the influence of ownership and by organisational size is needed to pursue whether there are significant associations between these variables.

Organisations moving into Egypt would not appear to be confronted with substantial resistance to the adoption of new methods and techniques for recruiting and selecting staff or the adoption of different methods for different job types, neither with resistance if they wish to involve line management in the decision‐making process.

The influence of the Egyptian national context upon the recruitment and selection practices used is an important issue for organisations to know the best recruitment and selection methods.

The article summarises findings from recent case study research into recruitment in small firms. The research aims to ascertain whether small firms follow the procedures outlined in the prescriptive literature on recruitment, and to what extent they rely on informal recruitment methods. It finds little evidence of the adoption of the recommended systematic procedures and a high use of “tried and trusted” methods including word‐of‐mouth recruitment and the hiring of “known quantities”. The implications of this are examined. While these methods have certain advantages, they may also give rise to a number of problems. The study argues that the adoption of more formal procedures and methods could reduce staff turnover in small firms and its associated costs. However, it concludes that many small employers would remain unconvinced by the case for opening up recruitment channels, and may find their existing approaches more cost effective in the short term.

The purpose of this paper is to review and critically evaluate UK psychiatry national recruitment process for 2021, which was re-structured following the COVID-19 pandemic. Additionally, this paper aims to review the empirical evidence of the selection methodologies in psychiatry recruitment.

The UK national psychiatry recruitment process is discussed, with a focus on the changes made to recruitment in 2021. The advantages and disadvantages of different selection methodologies are explored, with an emphasis on evaluating the validity, acceptability and reliability of different recruitment selection methodologies. The potential impact of the changes to psychiatry recruitment are explored.

The decision of the National Recruitment Office to remove certain selection methods for recruitment in 2021 may have limited their ability to choose the best candidate for the training place and be fair to the applicant. Overall, there is a lack of research into the validity of the selection methods used in psychiatry recruitment. A framework for outcome criteria relevant to psychiatry recruitment should be developed, which would allow research into selection methods and guide the NRO to examine the evidence base effectively.

This paper examined the recruitment methods used to choose doctors for psychiatry training in the UK, demonstrating that the empirical evidence base for psychiatry recruitment is limited. This paper can contribute to our understanding of selection methodologies used in psychiatry recruitment and highlights the value of different recruitment approaches for choosing the best psychiatrists of the future.

During recent years, the Dutch labour market has developed from a buyers' market into a sellers' market. Consequently employers had to increase their efforts to find suitable staff. This paper aims to analyse the instruments employers use to contact with potential workers. To what extent do employers still rely on traditional means like advertisements in the paper or do they behave more actively, using the world wide web, visiting job fares et cetera.

The authors conducted a survey among more than 1,000 employers in The Netherlands. Factor analyses and regression analyses are carried out to explain different recruitment strategies.

The factor analyses show that the different recruitment methods can be traced back to three recruitment strategies. The first strategy was described as active and informal recruitment. The second strategy was called recruiting via the internet and the third is characterised by formal recruitment. The results suggest that many organisations – not in the least organisations in the local government sector – could gain a great deal from using a wider range of instruments to recruit new personnel.

The paper analyses the instruments used by employers in search for potential workers.

Recruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter's intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). Further, the role of information credibility and sufficiency (ICS) on recruiter's intention to use has been studied.

Data were collected from 242 recruiters from the manufacturing and service sector of India. The survey instrument consists of RMs, recruitment outcome and credibility and satisfaction that are identified following the theory of planned behavior (TPB). Confirmatory factor analysis (CFA) was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modeling (SEM) is used to test the hypothesized model.

The result shows that RMs significantly relates with ROs. In detail, social media recruitment (SMR) significantly relates with pre ROs and post ROs; OLR significantly relates with pre ROs and post ROs and JA significantly relates post ROs. Only JA insignificantly relates with pre ROs. The result also supports the hypothesis that ICS acts as a mediator between the influences of RMs on ROs.

The result of the study has important theoretical and managerial implications. The theoretical implication is explained from the perspective of signaling theory (ST) and elaboration likelihood model (ELM) theory.

The study is unique as multiple RMs have been studied with reference to both pre and post ROs using the data collected from the recruiters.

This chapter examines the adoption of online recruitment — both corporate websites and commercial jobs boards — within the United Kingdom and the possible reasons behind its adoption. The chapter also reports on the development of a structured model explaining the factors that may affect an employer's decision of whether or not to adopt online recruitment methods, using Rogers (2003) diffusion of innovation (DOI) theory as a framework. The chapter draws conclusions as to why organizations adopt online recruitment, as well as discussing the use of DOI theory for the study of e-HRM in general.

This paper investigates the differences between staffing methods used in small and large organisations in north Cyprus. Possible reasons for small organisations preferring some methods over others are discussed, along with the general problems small firms face in recruiting employees. Our survey results show that small organisations are more likely to rely on informal methods of recruitment, but no significant relationship was found between the choice of recruitment method and human resource management outcomes such as employee turnover rate.

Reviews contemporary thinking on recruitment and selection in organisations. Draws upon data from a 1992 and a 1995 survey to explore the nature of current recruitment and selection practices in Ireland with particular reference to managerial jobs. Policy decisions on recruitment are examined, recruitment methods are reviewed, and the influence of ownership, size, unionisation and sector on the methods chosen is presented. Selection techniques employed are identified and the situations in which they are most likely to be utilised are highlighted.