successful recruitment approach varies according to the context and purpose to the organisation and the job applicant’s experiences. In view of this, effectiveness can be understood as that rendered by statistical measurement of numeric data such as cost of recruitment, rate of staff turnover and time required to conduct recruitment activities (Moran, 2010). Furthermore it can also be understood as subjected to the interpretative filters of those deciding what will be “effective” from their point of view. Therefore, the philosophical position suitable for this research is that of Realism .The aim of this research is to increase general understanding in the development of effective recruitment approaches in a turbulent business environment.
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