Recruitment and Selection in the 21st Century

This article discusses the importance of recruitment and selection in the 21st century. It explores the effective practices and approaches used by HR managers to attract and hire the right talent. The article also highlights the use of social media platforms, employer review sites, work sample tests, and networking events in the recruitment process.

Managing People and
Systems

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Recruitment............................................................................................................................3
Selection.................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment and selection in the internal process of any business organisation, whether it
is a small, medium or large. Human capital plays a significant role in executing business
activities effectively and efficiently with the set of skills, knowledge and expertise. In the rapid
changing environment it is essential for each business to develop an effective strategies for
getting a right people at right time with required set of skills and abilities. In the modern era HR
managers use different approaches for a hiring a right talent so that their efforts are in align with
the organisation objective along with continuous growth and learning of an employee (Osra and
Kajjumba, 2020).
MAIN BODY
Recruitment
Recruitment is regarded as an ongoing process where an organisation seek out for a
potential employee to fill a vacant job position. The activities in a recruitment process consist of
searching for a candidates by a means of different sources and encouraging them to apply for a
specified job position. The main objective is attract a large pool of candidates so that there are
wide number of opportunities to select a best candidate with matching all the skills, abilities and
competencies. Recruiters identifies and analyse the need for a potential candidate in an
organisation structure and look out for the various ways through which an effective workforce
could be built and managed (Poux and et. al., 2020).
Effective recruitment and selection practices in 21st century
In order to maintain adequate number of employees HERVI conduct recruitment drive on
time so that there is always adequate number of employees working. In modern era while
recruiting people, company post the ads of social media site and other job portals such as
LinkedIn to attract a pool of candidates.
One of the best method opted by the HERVI to hire a candidate through external sources
of recruitment. This method is beneficial for the company as it helps in attracting a right pool of
candidates with desired skills, knowledge and experience. Whereas while selecting a candidate
HERVI conduct aptitude test and conduct personal interview which reveals more about the

prospect candidate’s abilities and competencies. Below mentioned are the distinct approaches
used by the recruiters in modern era are:
Recruitment is a linkage activity between the organisation and an individual seeking for a
job through which organisation can look out for a potential candidate and at the same time
candidate may search for the organisation as per the skills, knowledge and job profile.
Modern Platforms used by HERVI for recruitment in 21st century Social media platforms: In the technological revolution everyone in the surrounding
environment are engaged with the mobile, tablet or electronic gadgets. So the HR
managers are also are looking for a potential candidates by means of social media
platforms which opens a wide range of possibilities for a recruiter. HERVI use the
Facebook, Twitter, Instagram, LinkedIn and other social media platforms to get connect
with the people who are seeking a job or job change (Parra-Rodríguez and et. al., 2020). Employer review sites: Another modern way through which the companies and recruiters
look for a job seekers is through employer review sites which are crucial in developing
and maintaining strong brand image of the company. These site allow a company to share
the reviews of the previous and past employees along with overall work experience and
learning. Glassdoor is one of the biggest platform where job seekers look for an
organisational culture, perks, remunerations, benefits, retirement plans etc. which help in
getting a clear picture of organisational structure, policies and work culture.
 Work sample Tests: These are the best ways of hiring a candidate with required set of
skills and expertise (Wanke and et. al., 2020). These are the best ways of assessing the
skills and abilities of an individual. HERVI, before receiving an application ask a
candidate to go through the series of tests which in turn help to eliminate the candidates
who are not qualifies for the job. Conscientiousness, personal or integrity tests are
conducted to evaluate the capabilities of an individual on various aspects.
 Networking events: One of major source of recruitment used in modern era is through
job fairs, seminars, conferences, and other events which offer a wide scope for
recruitment and selection. Through these events both employer and prospect employees
can better connect with each other and find out the best suitable options matching the
needs of job seeker and on organisation at the same time (Kunal and et. al., 2020).

Selection
Selection is the final process in staffing in which employer made judgements on the
personnel selection activity (through interview ability and personality test and online test) to
appoint more competent person for the recognised job position and role. However, research
suggest that messy and complex selection process is worst for both the employer and candidate
and this will create bad image of the brand in this 21 century where organisations are struggling
to hire and retain the skill and latent skills for the long duration of time.
Approaches of selection process in 21st century
As per the HRM strategy and managing people system, 21 century employees selection
should not be a toss of the coin because the competition in the market is growing and companies
are trying hard to pull-in or attract best talent into their firm (Sanchez‐Sepulveda and et. al.,
2020). Below are some approaches of selection process which need to consider in hiring process
of candidate in the modern era which are as-
 Person-job fit-
As per this person-job fit approach employee employee selection is based on the personal
attribute of the employees which meet the requirements of the job. This process is based on the
assumption that human resource behaviour can be identified by the factor particular to the one-
on-one and selection process is made based on accessing and mensuration the personal
specification factor which can be compared with those required for the job (Wang and et. al.,
2020). The criticiser of this approach in modern 21 century illustrates that in particular the
magnitude and pace of change in organisation mean that the jobs for which people are recruited
often changes.
 Person-organisation fit-
This approach focus on the factor that candidate behaviour and performance are strictly
affected by environment in which find themselves comfortable, so there is no conformity of the
guaranteed that employees fit in the organisational, so selector should made decision by
accessing and evaluating the condition in which the candidate gain the success and then analyse
it’s with the current organisational environment and culture (Yoon and Kim, 2020).
Practices for effective selection process in 21 century

 Data: Data plays a critical role in the selection process whether the data come from the
resume or C.V. Interview assessment or any other source of test, having right in the hand
lead a critical role to make effective judgement about candidate selection process. Adhere the candidate experience in the mind- Needless to illustrated that biggest
mistake which modern recruiter are failing to adhere is to consider candidate experience,
it is suggest that candidate job experience should be keep in the mind in the whole
process.
Using simulation game in the selection practice- Sometimes candidate made false statements in
their resume so in order to make selection process based on attitude and behavioural and
cognitive basis, simulation game would be ideal instrument for that (Lucarelli, 2021).
CONCLUSION
Therefore, as per the carried out study it has been concluded that staffing is a
management function which is all about attracting, selecting and retaining skilled person to
achieve organisational goals. It has been discussed that every organisation whether small or large
uses some form of staffing process and the nature of work in the 21 presents many challenges for
the staffing personnel. In this 21 century, the report presented that strategic recruitment is
levering significant importance in the recruitment and planning now a day. Therefore following
report justify the effective practice of the recruitment and selection process in the 21 century by
evaluating the approaches of the recruitment and selection process to make it more meaningful
and effective process of hiring.

REFERENCES
Books and Journals
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Lucarelli, S., 2021. The EU Migration System and Global Justice: An Introduction. In The EU
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information system and analytical hierarchy process. Waste Management &
Research. 38(3). pp.245-253.
Parra-Rodríguez, L., and et. al., 2020. The burden of disease in Mexican older adults: premature
mortality challenging a Limited-Resource health system. Journal of aging and
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Poux, F., and et. al., 2020. Initial User-Centered Design of a Virtual Reality Heritage System:
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Sanchez‐Sepulveda, M.V., and et. al., 2020. Evaluation of an interactive educational system in
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Wang, C., and et. al., 2020. Risk assessment of integrated electricity and heat system with
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Wanke, P., and et. al., 2020. Sustainability efficiency and carbon inequality of the Chinese
transportation system: A Robust Bayesian Stochastic Frontier Analysis. Journal of
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Yoon, S. and Kim, Y.K., 2020. The role of the oxytocin system in anxiety disorders. Anxiety
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