Abstract: This research investigates the significant impact that effective recruitment and selection practices have on organizational performance. Traditional recruitment methods often face challenges, including high costs, lengthy processes, and limited access to a diverse talent pool. These limitations can significantly hinder an organization's ability to attract and retain top talent. To explore how these challenges can be addressed, the study adopts a quantitative research design, utilizing a structured questionnaire directed at HR professionals and recruitment staff within organizations. Data is analyzed using SPSS software to derive meaningful patterns and statistically significant insights. The findings reveal that organizations employing effective recruitment and selection practices experience a direct improvement in their overall performance. These practices ensure a better cultural and skills fit, reducing turnover rates and improving employee satisfaction. Furthermore, the research highlights that structured and standardized selection procedures, such as competency-based interviews and skill assessments, are positively correlated with higher job performance and organizational efficiency.In addition, the study emphasizes the importance of aligning recruitment strategies with organizational goals, demonstrating that a clear understanding of the company’s strategic vision leads to more targeted and successful talent acquisition. Another key finding is that the use of data-driven decision-making in the selection process, including predictive analytics for identifying high-potential candidates, enhances the overall effectiveness of recruitment efforts. Despite the benefits, challenges such as unconscious bias in hiring, resource constraints, and resistance to new technologies in the recruitment process were also identified.

Keywords: Recruitment and Selection Practices, Organizational Performance, Talent Acquisition, Structured Selection, Predictive Analytics, AI in Hiring, Employee Engagement, Competency-Based Interviews, Organizational Efficiency, Data-Driven HRM.

| DOI: 10.17148/IARJSET.2025.125153