Recruitment and Selection | Human Resource Management

Running Head: R & S
RECRUITMENT & SELECTION

R & S
1
Executive summary
Human resource management is known as the strategic approach which remains effective for the
Organisation to manage the employees. It is effective as design and maximizes the performance
of the employees according to the strategic objectives. It is mainly concerned with people
management in Organisation by focusing on the systems and policies. Department of HR within
the Organisation is responsible to manage and overseeing designed employee’s benefits,
recruitment and selection within the economic and industry cycles, increasing globalisation and
mobility of the population, technological innovation, rise of social media, recruitment tools,
trends to outsourcing environment, and many more.

R & S
2
Table of Contents
Executive summary.........................................................................................................................1
Introduction......................................................................................................................................3
Social media.....................................................................................................................................4
Social media context....................................................................................................................4
Impacts of social media on R&S..................................................................................................4
Challenges associated with social media on R&S.......................................................................4
Technological innovation................................................................................................................5
Technological innovation context................................................................................................5
Impacts of technological innovation on R&S..............................................................................5
Challenges associated with technological innovation on R&S....................................................6
Trend towards outsourcing..............................................................................................................6
The trend toward outsourcing context.........................................................................................6
Impact of a trend towards outsourcing on R&S...........................................................................6
Challenges associated with trends towards outsourcing on R&S................................................7
Conclusion.......................................................................................................................................7
Recommendations............................................................................................................................8
Bibliography..................................................................................................................................10

R & S
3
Introduction
The evolving concept of Human Resource Management (HRM) has fundamentally continued to
redefine the ever-changing needs of the current labor market. Increasingly, an organisation
recruitment/selection and training/development processes and practices are some of the main key
functions of HRM which are necessary to support organisational strategies and ultimately its
survival in today's competitive job market. Developments in organisational
restructuring/rebuilding, economic, social and cultural factors such emerging career patterns,
technology disruptions, a rise of social media and globalisation have led to an increasing
emphasis on how organisation manage its employees as human resources, human capital or
organisational assets in the twenty-first century (Compton, Morrissey and Nankervis 2009). The
recruitment and selection (R&S) process is an integral component of strategic HRM and its
overall resourcing strategies. The recruitment aspect focuses on generating a sufficient pool of
qualified candidates to fill the needs and demands for job vacancies available within an
organisation.
On the other hand, the selection process involves the use of a different number of methods to
assess applicant's suitability in order to make the most accurate selection decision and can be
seen alternatively as a process of rejection as it minimizes and narrows down the number of
applicants and select only a few applicants who fit the objectives of the organisation (Ekwoaba,
Ikeije and Ufoma 2015). The recruitment and selection process are vital functions of HRM
necessary to bring about organisational attractiveness and effectiveness to any type of business
enterprise. Therefore, firms heavily depend on choosing the right candidates for the job at hand,
choosing the wrong candidates who are not capable to fill the job status quo can be brought
about large negative costs and limitations towards the organisation (Ekwoaba, Ikeije and Ufoma
2015). This report will identify and explore some of the key contextual factors impacting R&S
i.e. social media, technological innovation, and a trend towards outsourcing and the challenges
associated, whilst drawing analysis of possible opportunities and threats to organisation/HR
practitioners and finally, recommendations will be discussed of some of the contemporary issues
in R&S from the perspective of the chosen contextual factors.