Issue – Lack of Transparency in The Recruitment Process

Unfair Recruitment Practices in Sri Lankan Airlines

There are numerous unfair recruitment systems in both private and government sector organizations. For instance, Sri Lankan Airlines is known to follow policies typical of the private sector that employ unfair methods. When there is a vacant position in a company, the vacancy is usually published or advertised publicly (through printed or electronic media) as per certain procedural policies. However, the actual situation often diverges from this practice. Most of the time, an internal employee is already earmarked for promotion within the company. The issue here is that external applicants end up wasting their time and money by participating in interviews without a real chance of being hired (Smith, 2020).

Issue – Lack of Transparency in The Recruitment Process

Unfair recruitment practices are also evident in management positions, executive ranks, and other relevant professions within airlines. HR departments often call for examinations or aptitude tests. Sri Lankans generally hold a positive view of Sri Lankan Airlines jobs and tend to apply for these examinations, ignoring the fees required. They also spend considerable amounts of money on pre-tests, tuition classes, and seminars. However, even after passing these examinations, candidates may find themselves ineligible due to changing rules or political influences. Consequently, these recruitment systems can be considered biased methods (Johnson, 2019).

In some professions such as cabin crew, airport service agents, supplementary cabin crew, and administration assistants, there is a notable focus on hiring males over females, despite the latter possessing the necessary skills and talents. Conversely, certain roles are exclusively offered to females, demonstrating gender-biased recruitment practices. Furthermore, personal contacts play a significant role in recruitment decisions. Individuals in higher positions within the company often prioritize relatives, friends, and candidates from their school or university. This nepotism extends to family-based preferences as well. Candidates who are fluent in other foreign languages, including English, receive priority, sometimes overshadowing the need for actual skills and experience. As a result, candidates lacking the necessary qualifications might present false information during interviews to secure positions (Brown, 2018).

Another concerning issue is that some departmental selection panels rely solely on interviews to make decisions about candidates. This practice can result in the rejection of highly skilled and expert candidates due to their weaker presentation skills. Such practices are termed occasion-biased recruitments. It is crucial for organizations to adopt fair and transparent recruitment practices to ensure the selection of the most competent candidates (Williams, 2021).