An Exploratory Study of Recruitment and Selection System of Administration Staff in the Public Sector Universities of Khyber Pakhtunkhwa

Abstract

Contemporary discourse on recruitment and selection underpins the researchers’ argument in articulating that staffing function does not take place in isolation in any organization. This is influenced, not only by internal factors but also by external environmental forces. While undertaking staffing function in any setting, HR managers must be cognizant that they select the right persons for the right job as the critically important function set the stage for other human resources subsystems to pragmatically and smoothly function. Using general systems theory as a theoretical lens, this qualitative study investigated the system of recruitment and selection in the public sector universities in Khyber Pakhtunkhwa, Pakistan with a focus on administrative staff. Data was collected through in-depth interviews with participants, and thematic analysis was undertaken. This empirical study explored; how the system of recruitment and selection was designed in the universities by carrying out a comprehensive scrutiny of the current staffing function. This multiple case study identified major loopholes in the system of recruitment and selection in the universities and the major factors responsible for the bottlenecks that need to be addressed if the institutions of higher education were to meet emerging challenges of the competitive academic world and growing expectations of all stakeholders. One of the major loopholes in the universities was that recruitment and selection function operated in a vacuum. Conflict of interest was not declared and recorded. There was a pervasive misuse of authority. Universities generally did not have detailed policies and procedures in place to inform objective, fair, equitable, consistent and responsible functioning of recruitment and selection system. There were found to be various flaws, plentiful ii contradictions and numerous deficiencies in the existing by-laws, statutes and rules governing HR affairs in the universities, to the serious disadvantage of the universities and its employees. This study revealed some of the micro and macro environmental factors impacting system of recruitment and selection in the universities embracing political, legal, regulatory, technological and socio-demographic forces. The study recommended some measures which would help the universities in improving the system of recruitment and selection.