Effective Recruitment and Selection Practice in the 21st Century

This report analyzes the effective recruitment and selection practices in the 21st century and their importance in achieving organizational goals. It discusses different methods of recruitment and selection, such as internal and external approaches, and highlights the benefits and disadvantages of these practices. The report emphasizes the need for HR managers to adopt proper approaches and practices to ensure the success of the recruitment and selection process.

Managing People and
Systems

Table of Contents
ASESSMENT 2....................................................................................................................................3
MAIN BODY.......................................................................................................................................3
Analyse effective recruitment and selection practice in 21st century..............................................3
CONCLUSION....................................................................................................................................6
REFERENCES.....................................................................................................................................7
Boos & Journal:................................................................................................................................7

ASESSMENT 2
INTRODUCTION
In business, it is essential to manage people so that goals are accomplished in appropriate
manner. In this contemporary business, it is necessary to be aware about the business so that goals
are accomplished in appropriate way (Bazana, 2021). )Main aim of this report is to examine the
business organisation and activities within changing environment. Checkout.com is a merchant
account provider that specializes in processing international payments for e-commerce businesses.
According to the pricing section of its website, the company offers merchants interchange-plus or
flat rate pricing options. It is medium, based enterprise and provides services to its clients. This
report consists of two assessments in which one assessment comprises of presentation of job
description, person specification and job advertisement. Then, in assessment two it consists of
effective recruitment and selection practice in 21st century.
MAIN BODY
Analyse effective recruitment and selection practice in 21st century
The modern era of business is different and has many several ways of doing business
activities as well as operations. In 21st century, recruitment and selection are highly effective source
of hiring employees. There are different methods of recruitment as well as selection which are used
in proper manner. With changing period of time, it is critically crucial to access about the hoe to
recruit employees so that goals are accomplished in appropriate way.
In relation of Checout.com, HR department of firm ensure that effective approaches are
used when recruiting and selecting employees. In 21st century, it is critically crucial to have relevant
information regarding the practices that are beneficial for hiring employees at workplace. Staffing
people is essential which is to be done in correct way. Basically there are two types of recruitment
such as internal and external. In internal approach, it consists of job posting, bidding, employee
referrals, etc. In external, it includes self-employed workers, colleges, etc. (Brändle, 2020).
With these use of methods, it is easy to access the competitive benefits and goals. Using
these practices is not and which require proper knowledge of market as well as other tools and
technologies that are used for both recruitment as well as selection. In relation of selected entity HR
of firm make assure that correct approaches are used. Further, it is necessary to analyse that with
increase of digital business, it is essential to focus on use of these methods in order to gain benefits

easily. Selection is too crucial concept which is needed to adopt as it is known as negative process
because applicants are eliminated. There are also various approaches of selection like aptitude test,
Preliminary screening, behaviour test, on the basis of which selection is done.
Finding as well as recruiting the right talent has not so difficult. The skill and competency
shortage enhances employment market competition and diversity with an expectation of prospective
candidates has become highly difficult. Therefore, the recruitment as well as selection procedure for
HR professional is used. Rather than this situation, the recruitment signifies opportunity which is
provided to HR in saving cost and required to work in budget constraint. In addition to this, for
selecting right individual person for organisation can bring benefit related to wealth involving more
productive work force and make sure that lower turnover of subordinate during particular phase of
time period (Dossett, 2019). Therefore the capability to maintain appropriate decisions is pivotal to
make sure that the success of organisation and sustainability is depend upon long-term policies.
Therefore the best practices focuses on bringing efficiency to take decision. There are different kind
of techniques that can be recommended to HR professional or recruiter to adopt to make sure that
successful process of recruitment as well as selection is chosen that is going to be mentioned below:
Emphasis on culture: they focus on making sure to introduce culture of company to its
candidate by improving strong employer strategy related to branding. This tactic will provide
exposure related to job seeker regarding what the organisation is. Therefore, it is necessary for
organisation to provide information regarding culture of business organisation that helps in
attracting right kind of talent. By focusing on organisation it is necessary to hire new candidate
within an organisation in order to conduct different activity in proper manner. Therefore, the process
of recruitment helps in increasing understanding as well as tracking right path for them
(Herschberg, 2018).
Keep track of information of candidate: it is necessary for company to keep record of
information of candidate during particular phase of time period. While the skills as well as
competence of candidate may not be suited to particular position in present time they put up in
various areas of business during the period of time. Thus it is necessary to maintain record of data
of job applicants that is helpful in conducting different HR system in an appropriate manner.
Ensure privacy and security: it is determined as a best practice to make sure that
information kept confidential. The HR manager of company focuses on making confidential
information of candidate during particular phase of time period. By using HR platform, they
emphasis on keeping information confidential during the process of selection. Leverage social
media platform: while adopting social media, the manager focuses on track large number of talented
people which will be helpful for success and growth in future period of time. There are different

types of posting on Facebook, LinkedIn in order to attract talent pool of customers during particular
phase of time period.
Therefore, the main purpose of HR manager is to recruit talented applicant of company that
helps in conducting different kinds of work in an appropriate manner. It is also necessary to provide
positive ambience to employees in order to motivate them to perform their work in an appropriate
manner.
In relation of selected enterprise, they also execute recruitment as well as selection in such a
manner that applicants are selected for the post and are being achieved.
Recruitment Advantages
 Main benefit of recruitment is that it helps in searching of deserving applicants who can
fulfil the needs and objectives of enterprise.
 Another benefit of recruitment is that it helps in gaining relevant information regarding what
type of new requirements are needed by enterprise in order to achieve competitive benefits
(Kurtz, 2017).
 It is easy to do the recruitment because of wide range of options and methods available of
the process.
 Recruitment is also beneficial for analysing and examining of different people which is for
the useful in corporate world as because it leads to improvement in critical analysis as well
as thinking skills.
Disadvantages
 Recruitment is a time consuming process as because it to have a wide range of information
and data to identify as well as search the deserving applicants.
 Due to availability of large number of methods of the recruitment process most of the HR
find it difficult to execute process in proper manner and which leads to conflicts as well as
uncertain situations.
 In context of selected enterprise, as it is a medium-sized firm it can be caused expensive
procedure as because of recruiting number of applicants per day. It is necessary for HR
manager to have appropriate information to recruit how many employees per day.
Selection- Advantages
 Selection is beneficial for both organisation as well as employees as because with the help
of this process enterprise is able to hire deserving and talented candidates for the vacant jobs
whereas employees become aware about their strength. In relation of selected company, they
use different methods of selection such as preliminary screening, attitude and behaviour test
etc.(Liu, 2018).

 The process of selection helps both the parties to understand each other point of view and on
the basis of which decisions are easily undertaken.
Disadvantages
 A selection is to be known as a negative process because it eliminates the applicants from
the pooled individual which demotivate their level of motivation (Potoćnik, 2019).

CONCLUSION
After a brief analysis of above report, it has been concluded that market is wider as well as
broader and is changing at rapid scale. This is crucial to have appropriate knowledge about the
practices of selection and recruitment in 21st century so that objectives are achieved in appropriate
manner. So, discussions have been made about approaches and practices of recruitment and

selection in 21 century. Furthermore, it has been critically analysed that it is crucial for HR manager
of the company to make ensure that both the approaches and practices are being adopted with
proper conditions so that mission and vision of enterprise is achieved within a period of time.
REFERENCES
Books & Journal:
Bazana, 2021. A critical appraisal of the recruitment and selection process of the Public Protector in
South Africa. SA Journal of Human Resource Management, 19, p.12.
Brändle, 2020. Recruitment strategies and match quality-new evidence from representative linked
employer-employee data (No. 134). University of Tübingen Working Papers in Business
and Economics.

Dossett, 2019. Building high-performing teams in academic surgery: the opportunities and
challenges of inclusive recruitment strategies. Academic Medicine, 94(8), pp.1142-1145.
Herschberg, 2018. Precarious postdocs: A comparative study on recruitment and selection of early-
career researchers. Scandinavian Journal of Management, 34(4), pp.303-310.
Hughes, 2020. Achieving Enrollment Outcomes by Aligning Applicant Recruitment and Selection
with Unique Organizational Niches. American Journal of Pharmaceutical Education.
Kurtz, 2017. Influential role of employee perception of recruitment and selection on
performance. Australian Journal of Economics and Management Sciences, 7(5).
Liu, 2018. What Caused the Shortage of Labour: Examining the Recruitment and Selection in the
Internet Financial Industry in China. In Emerging Markets from a Multidisciplinary
Perspective (pp. 339-357). Springer, Cham.
Potoćnik, 2019. Special Issue on “Recent Developments in Recruitment and Selection: European
Perspectives and Advances”. EUROPEAN JOURNAL OF WORK AND
ORGANIZATIONAL PSYCHOLOGY, 28(1), p.136.
Valenzuela, 2019. Recruitment and Selection Process of Faculty in Higher Education Institutions in
the Philippines. Available at SSRN 3445566.