Analyze the extent to which favoritism is present in recruiting and selection.

Abstract

The purpose of our study was to examine the prevalence of favoritism in the recruitment and selection process from a communal perspective. Specifically, we focused on the attitudes of managers towards rational favoritism, which involves giving preference to relatives or friends in HR decision-making. To explore this topic, we utilized a factorial survey methodology, which involved constructing a questionnaire and collecting data from a sample of 50 managers working across different levels in Pakistan. The collected data was then analyzed using SPSS software. Our study findings indicate that managers tend to favor their family members and relatives when it comes to recruitment and selection. However, they tend to avoid hiring friends and unknown individuals. This trend is alarming as it suggests that meritocracy is in a state of decline in Pakistan, and favoritism has reached its peak. Moreover, this unethical behavior among managers contributes to corruption within organizations. This, in turn, can have a direct impact on the behavior of current employees. Such an environment can result in a lack of motivation, job dissatisfaction, and a diminished sense of loyalty among employees. Therefore, it is crucial to take immediate steps to address this issue to ensure fair and ethical HR practices in the workplace.