Srilankan Airlines operations require the recruitment of employees with extremely varied talents and abilities and diverse skill sets. This process is mainly managed by the HR department which aligns with the company's strategies and the achievement of the organization's objectives. As this function plays a vital role in strategy formulation and implementation, business partners have been assigned to each department to play a facilitator role in all HR related activities such as communication, employee engagement employees, redefinition of job roles and key result areas, identification of training and development needs, etc. .Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay The main challenge faced by Sri Lankan airlines during recruitment is attracting the right talent and retaining them, especially with the salary offered by Middle Eastern carriers which offer impressive rewards. Recruitment is mainly done through interviews, selecting candidates based on the required qualifications. They have also built talent pipelines from state universities through internships and also career fairs, the Aviation College, which offers school leavers an entry level and guides them through leadership development and mentoring to create a long-term process of talent management across the organization. According to the latest information, out of the total employees working, 61% are male and 39% are female belonging to different age categories and the total workforce includes 7,021 employees. The analysis of the recruitment age is as follows: 20-28 years - 79.1% 29-37 – 13.9% 38-46 – 5.7% 47-55 – 0.9% 56-64 – 0.4%. Please note: This is just a sample. Get a personalized document from our expert writers now. Get a personalized essay. To maintain a transparent recruitment process, one must always build trust and credibility with other parties and must be open and clear with candidates. This helps to set appropriate expectations, which should be avoided. disappointments and shaping a positive candidate experience. By being transparent, you will not only have an easier time recruiting top talent, but you will also see higher retention rates because expectations have been clear from the start. The following points can be considered to maintain a transparent recruitment process. We suggest that if Sri Lankan airlines can follow such things, the recruitment process will be more fair and transparent. Set the right expectations from the start Share and stick to a schedule Inform candidates before the interview about the process Be fair during the interview Give feedback after each interview Set probationary goals