Effectiveness of Recruitment and Selection Practice in the 21st Century

This essay examines the effectiveness of recruitment and selection practice in the 21st century, supporting with relevant theories of human resource management. It analyzes how potential processes are conducted in an organization for the purpose of hiring and recruiting competent personnel.

Individual essay
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Table of Contents
Introduction.....................................................................................................................................3
Main body........................................................................................................................................3
Conclusion ......................................................................................................................................6
References ......................................................................................................................................7
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Introduction
The topic selected for this individual essay is to examine the effectiveness of recruitment
and selection practice in the 21st century. The importance of human resources and personnel
development has increased and companies has acknowledged that how effective staff leads to
growth and success of an organisation. Talented and potential workforce decides the course of
success as well as progress in a corporation and companies have started emphasising on the
process of talent acquisition to a great extent. In the following essay, the concept of effective
recruitment and selection practice is discussed supporting with relevant theories of human
resource management. This essay analyse how potential processes are conducted in an
organisation for the purpose of hiring and recruiting competent personnel.
Main body
The process of recruitment and selection is associated with acquisition of competent
personnel in order to maintain required workforce in a company. The function of recruitment is a
continuous function for the purpose of complying with number of staff that is needed to perform
specified tasks of an organisation. The human resource department in an organisation is
responsible for conducting the process of recruitment and selection through designing job roles
as well as responsibilities and performing interviews to hire most appropriate candidates. The
effectiveness of recruitment and selection procedures is reflected through the skills possessed by
employees and overall performance of an organisation. A company is able to perform well with
high productivity and efficiency yielding favourable outcomes depends a lot on competence and
potential of its personnel (Abbasi and et.al., 2020). The constructive policies of recruitment not
only focus upon fulfilling requirements of personnel but also ensures provision of equal
opportunities to people who are looking for employment irrespective of their caste, race and
creed. The process of effective talent acquisition has became a quite challenging task in recent
years as companies wants to invest in employees who are capable of contributing in yielding best
outcomes implying growth and development of an organisation. Moreover, this function has
become more difficult due to increasing rate of employment turnover and human resource
managers are also responsible for ensuring high employee retention (Albert, 2019). During the
course of interviews, HR attempts at knowing future plans of a candidates in order to ascertain
the period they are likely to serve in their organisation. HR managers are responsible for hiring
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best candidates while saving their opportunity as well as training cost on an employee. To find
the right talent along with ensuing their retention in long run is quite a challenging task and
therefore the effective procedures of recruitment and selection had became highly crucial for an
organisation (De Roo and Newman, 2020).
Due to challenges and complications in talent acquisition, the importance of constructing
effective Recruitment and selection policies has increased. A recruitment and selection policy is
a document which includes the guidances and fundamental principles on how an organisation
conducts its hiring process along with stating their values and vision of providing employment
opportunities. This document plays a major role in order to perform hiring of most appropriate
candidates and allows HR managers to define work ethics and comply with them while
achieving business goals. Having a clear and constructive policy document of recruitment and
selection ensures transparency and also it makes candidates aware about company's objectives
and what they seeks from an employee in long run. For ensuing effectiveness in the process of
recruitment, a policy for the same has became a must for an organisation. It helps in ensuring
consistency of principles and define standards on how to conduct the hiring process (Mishra and
Kumar, 2019). Hence it promotes standardisation and also it provides clarity to candidates
applying for the job in a company through acknowledging all requirements and criteria of talent
acquisition in the recruitment and selection policy. A suitable recruitment and selection policy
helps in designing clear and constructive job roles and responsibilities as well as job
advertisements.
Theories of recruitment and selection is associated with the significance and emphasis on
a range of factors regarding career development choices of individuals as these factors decides
the capabilities on how to hire those individuals. Human capital is a term which is used to refer
and define skills, educational background, expertise as well as knowledge of an employee. The
function of recruitment, selection and retention of employees requires highly capable and skilled
HR managers in order to hire appropriate candidates and prevent employee turnover. It requires
constructive planning and best HR practices so that competent employees can be recruited and
high productivity could be established. The function of effective recruitment and selection is
associated with planning and procedures ensuring high talent acquisition as well as ensuring
their retention in long run. The effective process of recruitment and selection is related with
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constructing effective job description and then conduct the process of interviews with efficiency
ensuring acquisition of skilled personnel as well as maximising their retention.
Creating job descriptions is one of the most crucial and important function related to the
process of talent acquisition. Every position in an organisation has a clear set of roles and
responsibilities and constructing job descriptions must have clarity on tasks that are required to
be done by personnel. The first step in the whole hiring process is designing an appropriate job
description. A constructive job description must contain all relevant information giving utmost
clarity of objectives as well as tasks to applicants (Basalamah, Syahnur and Basalamah, 2020).
This helps in attracting potential through increasing awareness among individuals looking for job
opportunities. Job description plays an important role in effective acquisition of personnel as it
set standards for candidates so that they evaluate and examine their calibre according to given
job roles. Moreover, it is extremely important in understanding experiences and expectations of
qualifications through individuals. Through job descriptions, it helps HRM in conducting
scrutiny of employees through establishing standards as on who can apply for vacant job
positions. In order to attract potential graduates and individuals, job advertisements are to be
posted on relevant sites and online applications. This helps in increasing possibilities of effective
talent acquisition through encouraging people to apply for vacant job positions in an
organisation.
One of the main step followed after specifying job roles and responsibilities is the
process of interviews. Organisations conduct the process of interviews ensuring the most
appropriate selection and hiring of candidates. The process of selection includes telephonic
interviews, reasoning and aptitude tests, online interviews, group discussions and most
importantly in-person interviews with HR managers (Breaugh, 2021). Through telephonic
interviews, HRM attempts at deducing how a person responds on call and try to arrange either an
online interview through video calling apps or directly invite them for in person conversation if
the candidate is deemed appropriate. For instance, at Deloitte, a leading multinational company
the hiring process starts with telephonic screening or the talent acquisition team could directly
call them for face to face interview if the candidate seemed suitable. Through telephonic
conversation, the company provides an opportunity to candidates for asking any queries. In face
to face interviews, managers try to acquire in-depth knowledge of candidate questioning them on
a range of factors. This part is extremely crucial as it is the stage where skills of candidates are
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tested as highly qualified and experienced managers try to evaluate the calibre of individuals. At
this stage knowledge of applied field and technical skills are being tested and it varies from
positions to positions. At this stage, recruiters also attempt at knowing further plans of
candidates in order to gain idea on how long they will retain in the organisation. The final
process in course of talent acquisition at Deloitte is meeting with relevant partner or director
from the service line. For some job roles, the company also performs skills test to ascertain
knowledge and abilities of individuals. The function of performing interviews plays a critical
role as it is the main activity through skills and key knowledge and attitude of candidates is
ascertained. Thus, talent acquisition team members must have expertise in communicating with
candidates and based on their responses deduce their skills and abilities. Another important
theory or aspect of talent acquisition is promoting diversities where recruiters must provide
individuals with equal opportunities irrespective of their backgrounds. Employees must be hired
based on their talents and calibre rather than be judged on grounds of creed, caste, race etc.
Moreover due to growing globalisation, it has became a requirement of HRM to interact with
different candidates belonging from various backgrounds and employ them based on their
potential while understanding their conventions and perceptions (Coles, 2021).
Conclusion
From the above essay, it has been concluded that the process of recruitment and selection
is an ongoing challenging function which is mainly performed by human resource department in
an organisation. The process of talent acquisition is associated with constructing job descriptions
and roles as well as advertising them through effective online and offline media. Companies
perform a range of processes for hiring right candidates to fill their vacant positions including
multiple interviews and tests.
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References
Abbasi, S.G. and et.al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438.
Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and
selection. Strategic HR Review.
Basalamah, J., Syahnur, M.H. and Basalamah, A., 2020. Recruitment And Selection Practice On
Indonesia State-Owned Enterprise: A Literature Review. Manajemen Bisnis, 10(2).
Breaugh, J.A., 2021. Talent Acquisition: A Critical First Step for Effective Talent
Management. The Routledge Companion to Talent Management, pp.445-456.
Coles, A., 2021. Diversity and Inclusion in Talent Acquisition. In Leadership in Statistics and
Data Science (pp. 171-183). Springer, Cham.
De Roo, A.C. and Newman, E.A., 2020. Best Practices in Recruitment. Diversity, Equity and
Inclusion, p.1.
Mishra, S. and Kumar, S.P., 2019. Prospecting the enablers for adoption of e-recruitment
practices in organisations: a proposed framework. International Journal of Environment,
Workplace and Employment, 5(3), pp.235-246.
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