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Recruitment and Selection Management in Saudi Arabia (Or Meddle East In General) and Australia


Recruitment and Selection Management in Saudi... TOPICS SPECIFICALLY FOR YOU

The recruitment and selection of appropriate staff are the foundation of any quality-conscious firm. In the past, professionals were recruited on the bases of technical criteria such as qualification, experience and membership of appropriate association. Although these criteria are still important, technical skill are only a part of the overall service delivery, which also include functional criteria such as marketing and business skill and the ability to foster client relationship. The customer centered firm should take into account all these criteria and consider recruitment as the first stage of retaining loyal, well- motivated and happy employees. Technological changes call for competent and skilled employees thus organizations should plan for recruitment and selection to ensure that their employees match the current technology.

Recruitment is the process of fulfilling the organizations needs of employment after application forms have been received at the organization. Selection is the process of choosing the right candidate for a particular post out of the applications made. After selection, the successful candidates go through a period of training where they are equipped with the necessary skills for meeting the organization’s objectives. When an organization recognizes that it needs to employ some individuals, it can do it internally (within the organization) or can recruit people outside the organization. In the Middle East the recruitment process take either form that is internal or external. Both processes have their pros and cones accrued to the specific organization. This paper looks at the advantages and disadvantages of internal and external recruitment, and explains the recruitment and the selection process.

Internal recruitment

In internal recruitment, significant amount of money can be saved because internal staffs require shorter periods of training compared to new staffs. They take a short period to fit into the organization and copes easily with the other colleagues. Internal recruitment is a form of promotion where staffs are appointed to higher posts within the same organization. It also acts as an incentive for encouraging staff to work harder. Before appointing an employee to a higher position, the management assesses their performance and stands at a position of recognizing the weaknesses and strengths of appointing an insider as opposed to an outsider. However, internal recruitment has some short comings in that after promoting one person the organization has to look for another one to fill the empty position. Promoting an employee who is already in the organization might not be effective in its running. This is because an insider may to make the necessary criticisms essential for effective running. Another disadvantage of internal requirement is that, promotion of one employee may disappoint the others (Compton, & Nankervis, 2009).

External recruitment

External recruitment is a process of allowing application to come from outside the organization. It provides an opportunity to pull together a wide range of talents and new experience into the organization. The major advantage associated with external recruitment is that, it is a costly process and an organization may end up with a totally different person from what it expected. The management may be deceived to relay on what is reflected on the papers which may turn out to be different with the performance.

The recruitment process

The work of the human resource management is to hire, train, develop, and discipline employees. Through training and development, internal staffs acquire skills which assist them in earning promotions in the organization. A professional employee, like any other member of staff, has a limited set of skills which require continual upgrading in the phase of changing market demands and technology. Only by updating these skills using well developed programs, can professional organizations equip their staffs with the skills needed to respond to future business expectation. The human resource management in Middle East and Australia ensures that employees are well motivated through recognitions and promotions; highly motivated employees are more productive and ensure business continuity (Compton, & Nankervis, 2009).

On of the major parts of the process is the online recruitment. It is fast and efficient for both the organization and the applicant. On the website, the registration function is posted together with the available posts. It also gives a lot of information on the roles of the successful candidate and the cultural values and ethics of the organization.  Almost half of the total workforce in Middle East and Australia is recruited through the website. In Australia, most of the business enterprises embrace cultural values and business ethics and line with, sufficient information is provided to the applicants. Applicants are supported to read and understand these values because they have to uphold them once they are accepted in the organization or the business enterprise.

Newly recruited staffs can either enter the organizations as interns or graduate management trainees. Internship is a scheme provided for the second year college students which gives them an opportunity to work with a certain organization. Through the internship, students gain helpful experience and it increases their chance of securing employment after graduation (Compton, & Nankervis, 2009). Graduate management trainee program offers final year students and graduate with opportunities for self growth and development. Their roles include marketing of the organization, interacting with customers, and trading with business partners.


Selection is the process of establishing the ideal candidate to fill a certain post. During this process the human resources management looks for recruits who not only are suitable for an immediate post but also for the organization’s development.  Standard documentations are used by majority of human resource managers. This documentation compares the job roles to the qualities and skills of the recruits. They include: job description and person specification; job description provides job specifications such as the title, the roles and responsibilities, and the physical and mental attributes expected from the applicant.  In most cases, the selection process is usually costly and hectic. However, the cost can be minimized through holding interviews in an accessible location to both the interviewed and the interviewing panel.  After the selection process, the successful applicants are notified of their appointment and an induction and training process commences (Compton, & Nankervis, 2009).


The recruitment and selection process in Middle East and Australia is familiar to the general process applied in other countries. It is carried out in the human resources department through the human resources manager. Recruitment is the process of allowing application to be made into an organization if there is a vacant position. There are two types of recruitment, internal and external; internal recruitment is the promotion of existing staffs while as external recruitment involves allowing applications outsiders. In the selection process the human resources management identifies the skills and personal attributes of the applicants that are suitable for the role in question. Standard documentations are used such as job description, roles and responsibilities and applicant’s mental and physical attributes and the candidate who qualifies is appointed for the job role in question.


Compton, R. L. & Nankervis, A. R. (2009). Effective recruitment & selection practice. CCH Australia Limited


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