Key Trends and Insights in Recruitment Research: A Comprehensive Analysis

Purpose To map and analyze the evolution, key themes, and global contributions in recruitment research from 1990 to 2025, and to provide recommendations for future research and practice in HR management. Design/methodology/approach This study employed a bibliometric analysis using the PRISMA methodology and PICO framework. Data were extracted from the Scopus database using a structured search strategy. Analytical tools such as Biblioshiny (R) were used for performance analysis, co-word analysis, and thematic mapping Findings Recruitment research has grown steadily, with a publication peak in 2024 (203 articles). Dominant themes include human resource management, sustainability, AI, and digital transformation. Leading journals: SA Journal of Human Resource Management, Strategic Management Journal. Top contributors: Liu Y and Nguyen AH (7 publications each). Most cited article: Siegel DS (2003, 1158 citations).Thematic trends show a shift from corporate governance to AI and industry 4.0 topics. Limitation This study provides important insights into recruitment research trends, but it has some limitations that need to be examined. First, the limitations of data and time can be seen from the decline in publication in 2025 which is likely due to incomplete data, as well as the focus of the period 1990–2025 which does not cover the context before 1990 or potential trends after it. Second, focusing on high-citation documents can lead to bias because it ignores new or locally relevant works such as Rosati (2019). Third, the dominance of well-known journals makes the contributions of specific or regional journals less explored, thus giving rise to thematic bias. Fourth, geographically, the contribution of developing countries is still small and the analysis has not explained the low level of international collaboration in some countries. Fifth, the transition from traditional to modern themes such as AI has not been discussed in depth, including the challenges faced. Sixth, in terms of methodology, the dependence on certain databases and quantitative approaches make this analysis less exploratory of the reasons behind the findings. Practical Implication Research on recruitment has a significant impact on the development of theory, knowledge, and practical applications, including policy. This study enriches the theory of motivation and leadership, by highlighting themes such as job satisfaction, performance, and motivation that contribute to the development of work behavior theories such as Herzberg's theory of motivation, Vroom's theory of expectation, and contingency leadership styles. The study also broadens the understanding of how organizational dynamics—such as sustainability, diversity, and digital transformation—affect individual behavior in the workplace. The increased focus on artificial intelligence and machine learning bridges behavioral science with technology, uncovering the impact of technology on human decision-making, bias, and the recruitment experience, which has implications for the development of new theories about human interaction and technology in the context of AI-based selection. Additionally, the focus on work-life balance, organizational culture, and resilience provides insight into how organizations can create an environment that supports employee well-being while driving productivity, especially in the context of post-pandemic organizational adaptation. Social implication The social implications of this recruitment research include increased inclusivity and fairness in the recruitment process, which has a direct impact on equal employment opportunities for vulnerable groups, such as women, the younger generation, and people with disabilities. With the use of technologies such as AI and Machine Learning integrated in employee selection, there is a need for transparency and ethical oversight to prevent algorithmic discrimination. In addition, the focus on work well-being, diversity, and work-life balance contributes to the creation of a more socially healthy work environment, strengthens intergenerational relationships in the workplace, and improves the overall quality of life of the workforce amid changing socio-economic dynamics. Originality/value This study provides the first comprehensive longitudinal bibliometric review of recruitment research over 35 years. It integrates bibliometric tools with a structured framework (PRISMA + PICO) and offers a detailed thematic evolution, making it valuable for researchers, HR practitioners, and policymakers aiming to align recruitment strategies with global trends.