Challenges and issues of recruitment and selection: the case of Islamic banks

The aim of this paper is to analyze the Islamic Recruitment and Selection Strategies being employed by Islamic Banks. The study, examines the outcomes of such practices. Islam urges all Muslims to perform their utmost best for work completion, when they work. The study employed a triangulation method in which data were collected from the Human Resource Managers, Branch Managers and Employees in three phases i.e., Qualitative, Quantitative and then Qualitative. In total, 200 employees participated in survey and total 13 managers were interviewed. For quantitative study AMOS 18, soft ware was used. However, for the qualitative part of the study, thematic analysis was used. The findings revealed that the selected organizations frequently practice the recruitment and selection policies which are similar to those adopted by conventional organizations. All the three studies conducted in three phases support one another. Employee performance was found to be positively and significantly derived from Islamic recruitment and selection. This knowledge would be useful to all managers including non-Muslim managers. For Muslim human resource managers, it is essential for them to not only know but also to apply the Islamic approach in managing their employees. Non-Muslim managers will have a better understanding of the expected behaviors of their Muslim employees.