Impact of Person Perception of Human Resources Managers on Recruitment and Selection Decisions in Multinational Companies in IT/BPM Industry in Sri Lanka

Abstract

This paper examines the impact of person perception of human resources managers on recruitment and selection decisions in multinational companies in the IT/BPM industry in Sri Lanka. The purpose of the study was to identify the key dimensions’ stereotypes and halo effect associated with person perception of human resources managers, and to identify the impact of human resources managers’ perception dimensions on selection decisions. The study was conducted as a quantitative study, which gathered primary data through a self-administered questionnaire survey. The population of the study is approximately 150 human resources managers in IT and BPM industry who are responsible for the recruitment and selection decisions. The relationship between human resources managers’ perception dimensions on recruitment and selection decisions was analyzed with the use of Pearson correlation tests and the impact of human resources manager’s perception dimensions on selection decision was analyzed by Regression Analysis. Research findings show a positive and strong relationship between halo effect and the recruitment and selection decisions, and a positive and moderate relationship between the stereotypes and the recruitment and selection decision of human resources managers in the context of Multinational companies in IT/BPM industry. This study reveals that there is a significant impact of person perception of human resources managers on recruitment and selection decisions in multinational companies in IT/BPM industry in Sri Lanka.