Evaluation of the Recruitment and Selection Process and its Impacts on Staff turnover: A Case study of an Automobile Retail Company

Abstract

Company X has its main operations in Jeddah, Kingdom of Saudi Arabia. The company is faced with a number of challenges, such as staff turnover. For the reasons of confidentiality, the company was referred to as company X in this research. The main aim of the research is to evaluate the effects of the recruitment process on the employee turnover at COMPANY X. The rationale for this research is that this research can help in understanding the issues associated with the recruitment process in COMPANY X and to what extent these had an impact on the turnover of the employees. The study is underpinned by ASA theory and Expectancy theory (Vroom, 1964; Edwards, 1994; Sundar and Kumar, 2012), which seek to explain why selection may have an impact on the employee retention in an organization. The selection process ensures that an optimum organization and employee fit is achieved, there would be a significant reduction in the turnover rates. A qualitative approach was used together with quantitative data methods. The sampling was undertaken through the use non-probability sampling for the HR managers and probability sampling for the general staff. Thematic Framework Analysis was used to analyze the qualitative data to ensure consistency and rigor in the analysis and follows iterative and methodological steps. Excel is used to analyze the quantitative data. Main findings of the research include person-job mismatch, absence of standardized IQ and other tests, inconsistent selection procedure application. The key implications of research findings to managerial decision making is that better fit between the employee and organization would lead to lower friction between the staff and the management of the organization. It is recommended that the intelligence and personality tests should be standardized in line with the value systems needed at the organization, for instance, team work and the selection processes should be standardized if turnover of staff is to be reduced.