There are many unfair recruitment systems in private and government sector organisations. For example, almost Sri Lankan airlines, they use to follow private sector policy and follow this kind of unfair methods. If there is a vacancy in a particular company, they usually publish or advertise such vacancy in public (through printed or electronic means) according to the procedures of some policies. But this is not the real situation. In most cases there is an employee who needs to be promoted in that particular company. The problem here is that external candidates waste time and money going through interviews. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay The other unfair recruitment systems can be seen in management positions, executive rank and other relevant professions in airlines. In this case, personnel departments require exams or aptitude tests. Normally Sri Lankans have a positive view about Sri Lankan airline jobs and tend to apply for these exams ignoring the fees they have to pay for the exams. And they pay a lot of money for pre-tests, classes and seminars. But ultimately what happens is that they are not unreadable even if they passed the exams due to changing rules or political influences. Therefore, these recruitment systems can also be considered biased methods. Some professions such as cabin crew, airport services agent, supplementary cabin crew and administrative assistant focus mainly on boys rather than girls although they have skills and talents. The other bad fact is that only girls are entitled to some professions as above. These types of methods can be shown as gender-biased recruitment. The next downside of Sri Lankan airlines is hiring through personal contacts. For example, people in higher positions in the company give priority to relatives, friends and candidates from their school or university. And also at a family level. In the meantime, they prioritize that only candidates speak another foreign language, including English, fluently and proficiently. Sometimes they look for independent factors such as candidates' family background. At these points, candidates who are not very qualified and experienced can present a lot of false information during interviews. Please note: this is just an example. Get a custom paper from our expert writers now. Get a Custom Essay The other worst thing is the selection panels of some departments decide everything about the candidate through interviews. Sometimes, candidates who are very skilled and experienced may be rejected due to their poor presentation skills. This is called opportunity-based hiring.