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There are a lot of unfair recruiting system in private and government sector organizations. For instance, almost the Sri Lankan airlines, they use to follow the policy of private sector follow these kinds of unfair methods. If there is a position vacant in a particular company, they use to publish or advertise that vacancy in public (through printed or electric media) according to the procedures of some policies. But the actual situation is not that. Most of the time there is an employee who is to be promoted in that particular company. The problem here is the external applicants waste their time and money by facing the interviews.
The other unfair recruiting systems can be seen in management positions, executive rank and the other relevant professions in airlines. In this instance, HR departments call for examinations or aptitude tests. Normally Sri Lankans have a positive idea on Sri Lankan airlines jobs and they tend to apply for these examinations disregarding the fees they have pay for the examinations. And they pay a lot of money for pre-tests, tuition classes and seminars. But finally what happens is they are not illegible although they are passed the examinations due to changing rules or political influents. Therefore, these recruiting systems also can be considered as biased methods.
Some professions such as cabin crew, airport service agent, supplementary cabin crew, administration assistant mainly focus on boys instead of girls though they have skills and talents. The other negative fact is that only girls are entitled for some professions like above. These kinds of methods can be showed as gender-biased recruitments. The next negative side of the Sri Lankan airlines is recruitments on personal contacts. For instance, the persons who hold higher positions of company give priority to the relatives, friends, and candidates from his or her school or the university. And also family based. Meanwhile they give priority that only those candidates are fluent and proficient in other foreign language including in English language. Sometimes they are looking for independent factors like family backgrounds of candidates. In those points, the candidates who are not much skilled and experienced can present a lot of fake information in interviews.
Other worst thing is the selecting panels of some departments decide everything on the candidate by interviewing. Sometimes, the candidates who are very skillful and expert, can be rejected due to his /her weak presenting skills. They are called occasion-biased recruitments.
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