Examining Justice in Recruitment: Procedural and Distributive Perspectives

Purpose: The study examines the Recruitment Process Experience of employees and how these feelings form perceptions of Procedural and Distributive Justice among employees. The initial encounter that an employee has as a candidate is the Recruitment experience based on which they develop perceptions either positive or negative about the organization. Design/Methodology/Approach: The survey was conducted with employees of selected IT firms in Bangalore using a Descriptive research design. A number of 270 responses were collected to undertake the study. Findings: The study showed how the perceptions vary among respondents on demographic items such as Gender, Educational Qualification, and Designation showing the significant differences in demographics and their effect on the Recruitment Process Experience and Distributive and Procedural Justice of the respondents. The relationship between the Recruitment Process Experience on Procedural and Distributive Justice is significant showing that verbal justification, recruiter interactions, processes followed and behavioural conduct of the recruiters during the Recruitment Process Experience influence employee perceptions. Practical Implications: The findings point to a strong influence of Recruitment Process Experience on the Procedural and Distributive Justice perceptions of the employees. These experiences can be subjective depending on the employee's individual experience with the Organization about how he or she is being recruited or is working. Nevertheless, the results point to a 56% influence of the Recruitment Process influencing the Procedural and Distributive Justice Perceptions of employees. Originality/Value: This perception further decides the Procedural and Distributive Justice that becomes the core of employer-employee engagement.