Effective Recruitment and Selection Practice in the 21st Century

This essay discusses the effective recruitment and selection practices in the 21st century, focusing on Aston Martin as a case study. It explores the theories and processes used by the company for better recruitment and selection of talented employees. The essay also highlights the importance of culture diversity, agile hiring methods, and effective recruitment and selection processes in the modern era.

Individual Essay
Table of Contents

Topic: Effective recruitment and selection practice in the 21st century..........................................1
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

Topic: Effective recruitment and selection practice in the 21st century
INTRODUCTION
Recruitment is mainly related with analyses of number of vacant job and attracting a
significant number of candidates for vacant position. The selection is mainly associated with
analysing the key skills and competencies of an individual as per the vacant position for
choosing and appointing most suitable candidate (Gani, Potgieter and Coetzee, 2020). Current
essay is based on the Aston martin company which is well known automotive company the
headquarter of which is located in UK and operating across various prats of world. Current essay
comprises of a discussion about the effective recruitment and selection practises in 21 century
along with application of theory and process than can be applied for better recruitment and
selection of talent employees.
Main Body
The recruitment and selection forms a vital part of every business organisation as it is the
first phase after which a new employee forms a part of a workplace. Being a multinational
company it has become more vital and important for Aston martin to have a more systematic and
effective recruitment and selection of employees for which implication theory of recruitment has
been made as per the prevailing situation (Mahjoub and Kruyen, 2021). The main aim of
recruitment within Aston martin is to obtain and have a wider pool of suitable for the vacant job
position along with ensuring skilled workforce that effectively contribute towards achievement
of desirable company goal. It has been analysed that in current modern time, implication of
Objective factor theory of recruitment is being made by Aston martin for selection of suitable
candidate. The application of objective factor theory comprises of choice of a potential employee
which mainly depends in the objective assessment of a candidate and comprises of analysis of
certain tangible factors like pay and perks, educational qualification, etc. Apart from this,
sometime use of subjective factor theory is also made by the Aston martin for better recruitment
and selection of a candidate (Muduli, Trivedi and Pingle, 2021). Implication of subjective factor
theory in practical way by the Aston martin comprise of analysing compatibility of an
individual’s personality in accordance with the image and reputation of the company which act
as a decisive factor in choosing a candidate who is seeking employment.
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It has been analysed as per the view point of Shawkat Jahan, 2021, that in the 21 century, a
higher level of competition is being seen in the business environment thus, it become more vital
and essential for Aston martin to have effective recruitment and selection practises to ensure a
more skilled workforce. The best and effective recruitment and selection practices that could be
adopted by Aston Martin in 21 century comprises of emphasising on maintaining culture
diversity and ensuring adoption of agile hiring methods which are free from biasness and
discrimination. Apart from this, implication and use of an effective recruitment and selection
process is also a vital and effective practice for Aston martin to ensure improved selection and
recruitment of talented candidates (Novice, Portney and Eshaq, 2020). The recruitment process
mainly involves the finding of the candidate with the best skills, experience, and personality to
fit the job. Thus, the recruitment process at Aston martin comprises of collecting and reviewing
resumes, conducting job interviews, and finally selecting and on boarding an employee to start
working for the organization. The first step of an efficient recruitment and selection process
comprises of identifying the job vacancy which involves effective planning for comprehension a
job specification for vacant position. After identifying job vacancy, analysis of the vacant
position is made which comprises of evaluation of skills and competencies need within an
employee to perform that specifics job (Woodard and Foster, 2020). After that, use of
advertisement and promotional activity is made by Aston martin for attracting and catering larger
number of talented candidates for a vacant job position based on job description. Beside this,
step of screening of candidate is made by Aston martin for selection of a suitable candidate
which comprises of taking interview or other analytical test as an efficient practise for selection
during the 21 century. It has been analysed that, conducting interview forms a vital part of
selection process for Aston martin as provide better analysis if key skills and competency of a
candidate by the way of two-way communication which is adopted as an effective practice for
selection in current modern period (Gani, Potgieter and Coetzee, 2020). After the interview, the
candidate with most appropriate skills as per the job description has been selected and appointed
by the Aston martin. To ensure more effective recruitment and selection practice in the 21
century, implication of induction and training has been also made as part of selection process
which ensures improved on-boarding of a new employee along with providing all the required
training and learning to make them more suitable and efficient for a vacant job position. At last,
effective employee evaluation and control is also made by Aston martin which supports
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imperative and more effective hiring and working of employees for better accomplishment and
achievement of organisational goals (Mahjoub and Kruyen, 2021).
Beside this, as per the information provided by Redmond, J., 2020, it has been also analysis
that the concept of personality traits also plays a vital role in leading effective recruitment and
selection practises in 21st century. It has been observed that personality traits reflect and provide
vital information about the characteristics of people along with their feelings and behaviours thus
support improved hiring and recruitment. The key personality traits that have been analysed and
practically implicated by the managers of Aston Martin to have an improved and more efficient
recruitment and selection practises in 21st century consists of ability of working in a team as
proper coordination and collaboration at workplace is must for timely accomplishment of a goal.
Apart from this, presence of analytical and problem solving skill along with effective
communication and creativity skills are also required in an employee to support improved
innovation and higher competitiveness in 21st century (Muduli, Trivedi and Pingle, 2021).
Further, it has been also observed that certain challenges are also faced and arises from working
with others which comprises of lack of trust and transparency at workplace which is also seen as
high level of biasness and discrimination in recruitment and selection process. Apart from this, it
has been also analysed that lack of communication and low engagement is also faced as a main
challenge by Aston martin in its recruitment and selection process. Thus, effective implication of
a systematic and more transparent recruitment and selection process has become vital for Aston
martin to overcome this issue. Apart from this, application of equality theory for ensuring fair
job opportunity for all candidates is also a vital way through which improved recruitment and
selection could be made by Aston martin during 21st century (Novice, Portney and Eshaq, 2020).
At last, implication of participative management is also a vital practice and way for Aston martin
to have higher engagement level in employees through ensuring their effective involvement to
resolve the faced challenges in recruitment and selection process along with leading improved
communication and higher transparency while working with others (Woodard and Foster, 2020).
CONCLUSION
On the basis of above essay, a conclusion can be made out that effective recruitment and
selection practises are vital for a firm to have more skilled and competent workforce for
effectively achieving set organisational gaols. It has been also summarised that, job planning and
analysing is a vital part of recruitment process to ensure selection of suitable candidate. At last it
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has been summarized that lack of communication and transparency is a main challenge faced
while working with others.
REFERENCES
Books and journal
Gani, K., Potgieter, I. and Coetzee, M., 2020. Dispositions of agency as explanatory mechanisms
of employees’ satisfaction with retention practices. Journal of Psychology in
Africa, 30(2), pp.143-150.
Mahjoub, A. and Kruyen, P.M., 2021. Efficient recruitment with effective job advertisement: an
exploratory literature review and research agenda. International Journal of Organization
Theory & Behavior.
Muduli, A., Trivedi, J. and Pingle, S., 2021. Social media recruitment and culture: an empirical
study. International Journal of Indian Culture and Business Management, 22(3), pp.364-
382.
Novice, T., Portney, D. and Eshaq, M., 2020. Dermatology resident perspectives on practice
ownership structures and private equity-backed group practices. Clinics in
dermatology, 38(3), pp.296-302.
Redmond, J., 2020. An Assessment of Whether Gender Affects Ministerial Recruitment. Dublin
L. & Pol. Rev., 1, p.41.
Woodard, M. and Foster, A., 2020, April. Facilitating Creative Processes through Learning how
to Develop Virtual Reality Environments in a Summer Camp. In Society for Information
Technology & Teacher Education International Conference (pp. 1900-1908). Association
for the Advancement of Computing in Education (AACE).
Online:
Shawkat Jahan. 2021. Recruitment and Selection Process. [Online] Available Through:<
http://hrmpractice.com/recruitment-and-selection-process/ >.
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