Seat 0A,
Without doubt the costs involved in recruiting any staff member, let alone those of a commercial jet transport pilot in a commercial environment can be extensive. And likewise without doubt, there would be a specific interest in mitigating those costs. And sourcing the realistic candidates from those that that are, to coin a colloquialism 'having a looksy'.
What also must be considered is that Garuda have employed the services of a recruitment agent, who would be gaining a percentage of the placements made in order to earn their crust.
However, if Garuda are just sourcing a resume/CV stack, they can equally take out an advertisement, implement their HR people to actually generate a candidate list, then start to reduce the pile through whatever means they deem appropriate and directly manage the recruitment criteria.
Now, if they are using a reputable and capable aircrew recruitment provider there needs to be the ability of the recruitment agent to screen candidates. If the recruitment agent 'screws up' and sends someone along for consideration who isn't workable, or someone who is just 'having a looksy' IE an inappropriate candidate, or a non serious candidate, then the recruitment agent needs to pick up the tab for not doing their job properly.
If the employer selects candidates that it later views inappropriate or later adjusts the terms and conditions of the position, where it no longer becomes acceptable to the candidate, then the employer need to pick the bills incurred due to their cause.
Once again, the risk is carried by the pilot, not the employer, or the third party recruitment agent.
In passing the costs along to the candidate, it places the candidate in the position of having to accept financial penalty for not accepting the position, predicated on unknown terms and conditions of the contract of employment, unless the full terms and conditions of employment are set forth at the outset prior to arrangement of interview (unlikely. Ask any employer for a full contract of employment for review prior to an interview and see what response is received.); or having to accept financial penalty if the terms and conditions are different from those presents by a third party (the recruiter) or if the terms and conditions are changed by the employer anywhere between acceptance of interview and commence of contract of employment.
etc etc etc, Ad nausem...