The recruitment process at Aviva life insurance is not necessarily done objectively, and therefore, there arise issues of bias that hampers the employee's future. As such, the headhunt and search of the needed persons should be those whose skills fit into the company's values. About 75% of Aviva company managers prefer internal and external recruitment channels (Narayanan et al., 2019 pg 34). In the external recruitment channel, Aviva human resource managers involve candidates' applications from social media, online job boards, and advertisement but not from fake news and rumours. Also, the company managers prefer internal recruitment channels such as transfers, promotions, employee referrals, freelance to full-time employee, and internal advertisement (Priya, 2018, pg 67).Based on the statistics, most Aviva company managers go for direct recruitment while the other 35% of the human resource managers opt to use shortcuts for the recruitment process.