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Preferences In Recruitment And Selection In A Sample

International Journal of Organisational Behaviour, Volume 9(1), 581-593 ISSN 1440-5377
© A Daly, M Barker & P McCarthy
PREFERENCES IN RECRUITMENT AND SELECTION IN A SAMPLE
OF AUSTRALIAN ORGANISATIONS
Amanda J. Daly
Michelle C. Barker
Paul McCarthy
ABSTRACT
The diversity of the Australian workforce has increased over the last 25 years,
particularly with the increase in the number of migrants from South-east Asia. Despite
the knowledge, skill and expertise that many of these immigrants possess prior to
migrating, a high proportion of immigrants experience significant difficulties obtaining
employment commensurate with their abilities. This paper is an exploratory study of the
preferences of managers, recruitment specialists and migrants regarding recruitment and
selection practices in selected Australian cities. Surprisingly, the findings revealed
similarities between the three groups (managers, migrants and recruitment consultants).
Thus, this study adds to the debate about the impact of cross-cultural expectations in
recruitment and selection in Australian organisations.
Keywords: recruitment, selection, immigrants, Australia
INTRODUCTION
Australia’s population is one of the most culturally and linguistic diverse in the world,
characterised by 160 different ethnic origins and more than 100 languages (Industry Task
Force on Leadership and Management Skillsi 1995). In 2003, approximately one quarter of
the population was born overseas, with 14% of people originating from a non-English
speaking country. Through changing immigration policy, Australia’s ethnic composition
continues to change with the intake of more migrant and refugee groups. Over the next forty
years, the proportion of Asian migrants is forecast to increase to a level of 7.5% of the total
population (Department of Immigration & Multicultural Affairsii 2003).
Of the 133,700 migrants arriving in Australia in 2001-2002, over half were in the workplace
prior to migration, and...