Analysis of the Effects of Justice Perception on Organizations Developed at Personnel Candidates During the Process of Personnel Selection and Recruitment

Nowadays, the way of having competitive advantage depends on attracting the qualified employees who can meet the needs of knowledge economy, and ensuring their organizational commitment. Therfore, organizations should have a very well planned and implemented recruitment and personel election process which will create a positive perception of justice with staff. This paper focus on this process to obtain an understanding of which type of model should be utilized by organizations for being perceived as fair by candidates. Process of recruitment and election of staff is based on two-way communication between organization and candidate, and this fact often is not considered adequately, thereby perception and ideas of candidate is ignored frequently. Candidates who leaves the process with a negative perception may harm the brand name, image and reputation of organization crucially while accepted canditates can be reluctant to show desired performance. In both cases, it would be the organization which will lose the competitive advantage. A variety of models have been analysed to clear how to manage the process effectively and the current study aimed at two models specifically. Taking into the account individual differences and cultural features, by arranging the principals of the models according to organizations’ own needs, it will be possible to leave this process which is high in duration and cost, by increasing their reputation.