Abstract:
An organization which is perceived as ethically responsive has a better image as opposed to one
that is perceived to be morally unresponsive. This paper focuses on the effect of unethical recruitment and
selection practices on organizational sustainability. Recruitment is meant to generate many applicants to apply
for a vacancy while selection is meant to ensure only the most suitable and qualified individual is employed.
This research sought to find out the unethical recruitment and selection procedures in selected organizations in
Kenya and their effect on organizational sustainability. The research employed a descriptive research design
and used purposive sampling to sample the HR professionals that are concerned with recruitment and selection.
Questionnaires used for data collection were tested for reliability and validity, and the data collected was
analyzed using descriptive statistics. The findings showed that most organizations engage in ethical hiring
except a few that faced challenges in engaging in ethical recruitment and unethical recruitment and selection
was found to have a negative impact on organizational sustainability. The study recommends in depth training
to HR professionals on how to handle ethical challenges that they face during recruitment and selection so as to
ensure they make ethical hiring decisions
