This review addresses the question: How can organizations design recruitment and selection processes that simultaneously attract qualified candidates, support valid decisions, protect fairness, and respond to digital change? The article synthesizes the contemporary literature on human resource management, recruitment, personnel selection, candidate experience, and artificial intelligence governance. It argues that recruitment and selection should be managed as a connected system, beginning with workforce planning and job analysis, continuing through attraction, sourcing, structured assessment and decision-making, and ending with onboarding and post-hire evaluation. Recent evidence shows that job and skill requirements are changing amid digital transformation and artificial intelligence, increasing the need for clear skill criteria and transparent communication. Research on employer branding and social media indicates that a credible employer value proposition and accessible organizational information influence applicant attraction. Selection research supports structured, job-related, multi-method assessment rather than unstructured intuition. Candidate fairness research shows that timeliness, feedback, and procedural transparency affect satisfaction, reapplication, and intentions to recommend. The review concludes with an integrated model and managerial checklist for evidence-based, fair, and digitally responsible recruitment and selection.
