Creative Commons

This paper focuses on the recruitment and selection process followed by Greek firms and more specifically in the region of Thessaloniki and Central Macedonia in order to point out a few key aspects such as the most commonly used recruitment tools and selection practices respectively; along with the gradually increasing use of Internet and social media and manners of eliminating incidents of selection bias in the process. Moreover, the issue of internal and external recruitment was scrutinized as well as the impact of recession in the function of HR Department. What was clearly indicated from the seven interviews conducted was the fact that the recruitment and selection process can generally be regarded as simplified besides a couple of occasions, with an insufficient degree of standardization in the process and no HR manager involved, in some occasions. Furthermore, although the use of Internet has been welcomed in their process, the use of Social Media seems to be absent in most cases with interviewing remaining by far the most common selection practice they rely on. The organizations tend to handle the issue of hiring personnel without the assistance of outsiders such as employment agencies, and attempt to meet any emerging needs, especially in the managerial positions by the existing personnel. The liquidity problems derived by recession were handled in different ways. A couple of firms were led to unorthodox decisions such as appointing too many tasks to the existing employees with detrimental effects for the company, while others opted to enrich the recruitment and selection process with more screening stages so as to increase the probability of right choices in the future .