2.1 Recruitment and SelectionSchein (1976) discussed that human resource functions are well defined and well linked to the needs of the organization, not just the needs of individuals . Many times the intake is a short-term replacement system and is not checked for long-term functionality. Ahmad and Schroeder (2002) discussed in more depth that usually in the hiring process, organizations usually focus on employees' technical skills, not behavioral traits that bring short-term, not long-term benefits. Paying close attention to the hiring process, is 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 inside and outside an organization to begin evaluating them for future employment. The selection process includes collecting, measuring, and evaluating information about candidates' qualifications for specific positions (Sheila and Paul Bernthal, 1999). In the research of Bernthal, P. (n.d.), the author used five main recruitment strategies to identify potential candidates, which are further classified into different techniques. The advertisement was the first strategy adopted by the author, in which he found that 90% of organizations use the Internet to identify candidates while the average effectiveness was 2.59. According to Barber (1998) the recruitment process has changed enormously using technology, particularly the Internet. Whereas, Bartram (2001), many employers are now turning to web-based recruitment and selection because it provides a much faster system than old practices and candidates can easily access from anywhere in the world. Organizations use the Internet as a catchment area ...... middle of the document ...... situation management context: carefully examine a sensitive issue. UK: Total Quality Management & Business Excellence, 12: 7, 855 — 860. Schien, E H. (1976). Increase organizational effectiveness through better human resource planning and development. Sloan School of Management, MIT: Organization Studies Group. Wang, I., ShIeh, C., & Wang, F. (2008). Effect of investment in human capital on organizational performance. Society for Personality Research (Inc.): SOCIAL BEHAVIOR AND PERSONALITY Pamela S. Lieb. (2003). The effect of September 11 on job attribute preferences and recruitment. Springer: Journal of Economics and Psychology Vol. 18, no. 2, pp. 175-190.W. Braddy, P., W. Meade, A., & M. Kroustalis, C. (2006). Effects of organizational recruiting website on viewers' perceptions of organizational culture. Journal of Economics and Psychology: Vol. 20, no. 4, pp. 525-543.