Analysis on “why?” and “where” recruitment process sometimes fails organizations: A focus on Shortlisting/Screening.

The main aim of this study is to analyze the complexity of a recruitment process that causes process biases in the choice of a candidate and suggest a possible approach that can ease one of the critical steps, that is shortlisting or screening, in a recruitment process cycle, to hire a suitable candidate. This process, if not carefully worked out, shall lead to poor decision-making by the Human Resource Management (HRM) team of recruitment in the screening of suitable candidates for interviews. The data sources were collected from existing literature and body of knowledge through desk surveys as well as interviews with recruiters in various organizations and business firms. A Qualitative research methodology was adopted in this study. The method used in collecting the information was Structured and unstructured questionnaires. Judgmental sampling technique was adopted in order to have a true representative of the population. The organizations “NC” (a regulatory body in the Republic of South Sudan), “NP” a government corporation as well as company “JN” which is an Internet Services Provider (ISP), and organization “ARD-Af” which is an upcoming civil society organization in South Sudan were chosen as samples for the study. For the purpose of this study, the researcher has decided to make use of an Excel sheet for the data analysis. The professional attainment of the respondents and their degree of awareness towards shortlisting methods applied in the recruitment process have been highlighted.