2.1 Recruitment and SelectionSchein (1976) explained that human resource functions must be well defined and well linked to the needs of the organization, and not only to the needs of individuals. Many times, hiring is a short-term replacement system and is not monitored for long-term functionality. Ahmad and Schroeder (2002) further discussed that usually in the hiring process, organizations have the habit of focusing on the technical skills of employees, not on the technical skills of employees. behavioral traits that result in short-term benefit, not long-term benefit. Paying special attention to the hiring process works in favor of the organization, as it is said that prevention is better than cure. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. The selection process involves collecting, measuring, and evaluating information about the qualifications of candidates for specified positions (Sheila and Paul Bernthal, 1999). In the research by Bernthal, P. (nd), the author used five main recruitment strategies to identify potential candidates. , which are then classified into different techniques. Advertising was the first strategy adopted by the author, in which he found that 90% of organizations used the Internet to identify candidates while the average effectiveness was 2.59. According to Barber (1998), the recruitment process has changed enormously through the use of technology, particularly the Internet. While, according to Bartram (2001), many employers are now turning to web-based recruitment and selection because it offers a much faster system than older practices and candidates can easily access it from anywhere in the world. the world. Organizations use the Internet as a breeding ground for attraction. ...... middle of document ...... management context: Carefully examine a minor problem. UK: Total Quality Management & Business Excellence, 12:7, 855 — 860. Schien, E H. (1976). Increase organizational effectiveness through better planning and human resource development. Sloan School of Management, MIT: Organization Studies Group. Wang, I., ShIeh, C. and Wang, F. (2008). Effect of human capital investment on organizational performance. Society for Personality Research (Inc.): SOCIAL BEHAVIOR AND PERSONALITYPamela S. Lieb. (2003). The effect of September 11 on job attribute preferences and recruitment. Springer: Journal of Business and Psychology Vol. 18, no. 2, p. 175-190.W. Braddy, P., W. Meade, A. and M. Kroustalis, C. (2006). Effects of organizational recruiting website on viewers' perceptions of organizational culture. Journal of Business and Psychology: Vol. 20, no. 4, pp... 525-543.