Recruitment and selection : an evidence based approach

Abstract

This thesis analyses recruiting and selection processes in the Maltese public service, emphasising their efficacy, equity, and congruence with organisational performance goals. The research employs a mixed-methods approach, integrating quantitative survey data, qualitative interview insights, and an extensive literature analysis to provide a thorough assessment of existing practices. The results indicate substantial deficiencies in critical domains, such as the precision of job descriptions, the restricted use of novel selection techniques, and perceptions of bias in recruitment procedures. Quantitative research underscores the prevalence of formal interviews as the principal selection instrument, but qualitative data accentuates the need for customised approaches, including psychometric evaluations and practical assessments, to meet job-specific demands. The comparison of secondary data with major entities like Google and Deloitte demonstrates that evidence-based processes, including the use of AI and structured interviews, may improve fairness, reduce bias, and more accurately predict job success. The use of Human Capital and Motivational Fit theories underscores the essential need of matching applicant competencies, motivations, and organisational ideals to enhance employee happiness and performance. This study enhances the current knowledge base by proposing concrete suggestions for the Maltese public service, including the refinement of job descriptions, the utilisation of digital recruiting tools, and the implementation of thorough selection processes. By focussing on these aspects, the public service may augment its capacity to recruit and retain premier talent, diminish turnover, and boost overall organisational efficacy. The results provide a framework for updating recruiting methods in public administration, affecting both policy-makers and HR professionals.