It is being noticed that sufficient time and thought-process is not being spent on the all important task of employee recruitment. This aspect has faced a lot of criticism as Hammond (2005) says, “the really scary news is that the gulf between capabilities and job requirements appears to be widening.’’. In most scenarios, it is observed that when the human resource department is assigned the task of hiring employees meeting specific department requirements, the area of expertise of the recruitment officer is completely different from the individual that needs to be hired. As a result, it is difficult to ascertain the capability and knowledge level of the candidate. Wrongful hiring can cause serious problems and contradictions later on. To ensure that the individuals being hired meet the exact job requirements, it is important to first be acquainted and have sufficient knowledge on that department.
A crucial aspect of HR department is decision-making which needs to be completely mature and according to modern needs. An objective and unbiased approach that is focused on the general well-being of the organization rather than reflective of personal opinion. This helps in profitable return on investment in human capital. Thorough information of the candidate’s background needs to be taken into view. Most often, the hiring process is not given the time and analytical approach that it deserves. Personality, skill, knowledge and other factors should all be taken into consideration when choosing a candidate. The hiring process should not be carried out with just the objective of filling out empty positions. A systematic approach needs to be implemented that helps evaluate candidates and their aptitude for the job.
interestit位置被发现足够的时间和思维过程不被花费在所有重要任务的员工招聘。这方面有哈蒙德面对大量的批评（2005）说，“真是可怕的消息是，能力和工作要求之间的鸿沟似乎越来越大。”。在大多数情况下，它是观察到的时候，人力资源部门分配的招聘会议的具体部门的要求，员工的任务，对招聘人员的专业领域是需要雇个人完全不同。作为一个结果，这是很难确定的能力和知识水平的候选人。雇佣可以导致严重的问题和矛盾，后来。确保个人被录用的精确满足工作要求，它是第一个了解重要的和在该部门有足够的知识。
人力资源部门的一个重要方面是决策需要完全成熟，根据现代需求。一个客观的、无偏见的方法，重点是组织的总体幸福感而不是反射的个人意见。这有助于在有利可图的人力资本投资回报。对候选人的背景的深入信息需要考虑的观点。通常，招聘过程中没有给予足够的时间，和分析的方法。个性，技能，知识和其他因素都应该被考虑当选择候选人。招聘过程中不应只是客观填写空位置进行了。一个系统的方法需要实现，有助于评估候选人和他们工作的能力。
