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Introduction
In this paper, we report and analyse the findings of two surveys into the practice of recruitment and selection in Egypt. The particular focus is upon the methods used, whether different practices are used for different categories of staff, and the management responsibility for recruitment and selection. This research was undertaken in order to supplement the still fairly scant research evidence available concerning HRM practices in the Arab Middle East; including recruitment and selection practices ([9] Budhwar and Mellahi, 2007; [19] Leat and El-Kot, 2007) and to further inform the debate concerning the influence of national context upon recruitment and selection practices in an era of globalisation and inward investment into developing countries.
[3] Aycan et al. (2007) point out that globalisation accelerates the transfer not only of products and services among nations, but also of management know-how and practice. In identifying the recruitment and selection practices in use the study should also be of use to managers of expatriates and for companies investing into Egypt. [28] Ryan et al. (1999) point out that in an era of globalisation it is important that multinational corporations know the extent to which particular HRM practices are universal or culture specific. Technological advances such as the internet also open up traditional practices to new influences and possibilities ([2] Anderson, 2003).
The need to recruit and select staff is universal but while this need may be universal the way in which it is done, the particular methods favoured and their number may well be culture specific ([30] Tayeb, 1995; [12] Child, 1981; [18] Hsu and Leat, 2000; [28] Ryan et al. , 1999). In many developing economies, such as Egypt, contextually specific traditional practices are often opened up to foreign influence.
Literature review
Recruitment
The process of recruitment may begin with advertising vacancies, this may be done internally or externally or both and can be achieved using a range of media, which may involve using the company web site. The use of the internet for recruitment purposes has become very popular ([31] Chapman and Webster, 2003; [11] Carless, 2007; [2] Anderson, 2003; [4] Bartram, 2002; [21] Lievens and Harris, 2003; [15] Heneman et al. , 2000). However, [4] Bartram (2002) and [2] Anderson (2003) have identified the...