Conflict Management in Recruitment and Selection Decisions

Abstract

A Critical Incident (CI) on “Conflict in Recruitment and Selection Decisions”, was presented to four hundred and sixty-nine (469) part-time MBA students (referred to as respondents in this paper), in Human Resources Management (HRM) examination in one University. The solutions to the CI, provided by the respondents, reinforce the divergent viewpoints on Conflict Management in Recruitment and Selection Decisions. The task to reduce the errors of rejecting candidates who would later perform successfully on-the-job (Type I errors) or accepting candidates who would subsequently perform poorly (Type II errors), is not the responsibility of the Human Resources Manager (HR Manager) alone. The conclusion is that all managers (who use people to get results), carry out some form of “human resources management functions”, in their Departments or Units and their contributions to reducing conflict in recruitment and selection decisions, are vital to the success of the Human Resources Department/Division (HRD) in particular and the Organization, in general.