Effective Recruitment and Selection Practice in the 21st Century

This report discusses the importance of recruitment and selection process in the 21st century. It examines related theories and provides analysis for effective hiring. The report emphasizes the significance of selecting the right candidates for an organization to achieve success.

Individual Essay

Table of Contents
INTRODUCTION ..........................................................................................................................3
Main Body ......................................................................................................................................3
Examine effective recruitment and selection practice in the 21st century.................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
An efficient hiring procedure involves the entire cycle of recognising and assessing the different
organization's needs, attracting and recruiting the right people, interviewing, and hiring.
Recruiting a workforce that meets the needs of an organization is an essential process and plays a
key role in improving the effectiveness and efficiency of the organization (Donohue Jr, 2021).
An effective selection process, on the other hand, involves the entire process of matching the
candidates or employee skills and qualifications against the needs of Organization. Within the
process of effective selection assignments or work sample exams are included. The purpose of
this report is going to discuss about the importance of the recruitment and selection process,
along with the explanations of related theories combined with appropriate analysis.
Main Body
Examine effective recruitment and selection practice in the 21st century
The recruitment process may be defined as the process carried out by the human resources
department of the company. This is being considered as the most important division of the
organization as these areas is responsible for fulfilling the human resource needs. Recruitment
that affects the whole process cycle of an organization. As different types of unique recruitment
strategies are used by the management of the company that allows the organization to find
qualified, talented, skilful, knowledgeable and efficient workers as per the requirement of the
firm (Taamneh and et. al., 2021). In order to find the successful result, this process must be
carried out with dedication and care. So, the process of recruitment and selection required an
accurate and continuous assessment of. The hiring process comprises of seven stages that is
planning right, analysing goals, finding the right candidates for as per the requirements,
screening how employees work in a particular environment, choosing people, and finally
integrating them within the office. The hiring process can internal and external and involves
numerous phases from hiring policy to staff training. The hiring process is basically a theoretical
model which state that in order to bring the effectiveness within the organization, the process of
recruiting the people is conducted through need to be done in a very systemic manner and step
by step (Sitorus and et. al., 2021). The effective implementation of the HR process within the
organization impact long lasting and assist in the success of the organization. There are different

types of strategies which are guided by the different kinds of theoretical framework and all of
these give support to the different types of Human Resource process. People are claimed to cover
a huge range of abilities, personalities, and skills that can be leveraged as pee the human capital
within the organization (Saad and Mohammad, 2021). A person with specific skills, abilities,
ideas, and knowledge is targeted by an organization to create value for it. Different types of
professionals, use this model in order paid effective focuses on the best approach to assessing,
identifying, hiring, and retaining employees who may improve the performance of the
organization. As per the theory of human capital leaders need to interact and collaborate with
others in order to enhance the performance. The effective and efficient process of selection may
be defined as the selection of worthy peoples and suitable candidates, from which talented
candidates who meet all requirements are selected. It is significant for the company management
to have a hassle-free and effectual selection process. During the selection process, employees
who wish to participate are bifurcate into three segments based on the application number.
During the process of selection, the candidates who is right for the firm are selected. This process
recruitment and selection is created by taking a number of initiatives to achieve potential and
valuable positive results. Organizations have numerous strategies, but key processes such as
testing, interviewing, and confirming references are the main agenda for selecting and hiring
people (Kroon and Paauwe, 2021). The main motive of an organization is to hire the talented and
skilful candidates. The obligation is to select applicants who are given equal opportunities fairly
and legally. It is important that the HR department of an organization avoid and eliminate all
types of discrimination that exist and prevent others from doing so. All Human s should be given
a fair chance, regardless of gender, colour or religion. The Strategy and Action Plan must be
reviewed as well as implemented by the enterprise throughout the recruitment and selection
process. Action plans are useful in ensuring that human resources and capital are aligned with the
needs of the target organization. Proper planning makes sure that the number of competent and
skilful employees grows, while selection strategies clearly achieve the organization's goals and
objectives without any complexities and barriers. There are many general theories which assist
the management of the company to understand that how the highly skilled workforce is limited.
The theory of human capital that gives information about the important skills and capabilities of
individuals that should be properly utilized to increase human capital in any organization. There
is another term name as social capital that can be defined when interactions and conversations

within an organization can be easily discussed. Organizational Capital is basically an institution
where all information is present and developed to produce concrete and effective results.
There are resource-based view models that focus primarily on the sustainability of competition in
the enterprise. As per to this theory, companies that take human resources development one step
further are said to have the advantage of being able to effectively handle large-scale tasks that
may occur within the organization, similar for existing competitor’s obstacles are increases
which is very difficult to overcome unless they make a large investment. Further this model
states that organizations need to take proper steps to improve their workplaces and workforce.
This helps the organization in retaining as well as managing the candidates (Sołek-Borowska and
Wilczewska, 2018). The competitive advantage of the market itself is the driving force of the
company, as all these capabilities add a lot of potential to the organization. Theories and models
provide visions into the process of selection that can be carried out very effectively and
efficiently. The choice of selecting and recruiting gives information about the firm and their
performance. The talented employees of the company assist in attaining all the set target and this
not only make the path easier but also increases the brand value. It's about having a very efficient
team with the same goals and striving for growth, all of which relies heavily on the talent to
select qualified employees within the organization. One of the prominent researchers, Adewale
and Anthonia, strongly believes that bond plays a very crucial role in recruitment and selection
process and without this the process can’t be completed. But after structural choices, the
organizations should take a substantial approach to face the important changes that happen to
generate positive leader formation and effective social exchange (Manzoor and et. al., 2019).
Selection and recruitment are the most crucial responsibility of HR department of the firm, as
qualified employability relies heavily on the HR and requires a broad knowledge of industry
trends and the different needs and desires of its customers. Effective processes support the
organization, to grow in a very effective manner affects the organization's market performance.
CONCLUSION
From the above report it has been concluded that it is very important for the management of the
organisation to select and appropriate approach for selecting the candidates. If the efficient
employees are selected then the firm can effectually attain successful position in the market by
attaining all the set goals. The talented and skilled labour which are hire by them act as a driving
force for them which not assist the organization to reach to the height but also helps in enjoying

the competitive advantage over their rivals. Different types of HR theories are concluded in this
report which them in performing the duty fully.

REFERENCES
Books and Journals
Donohue Jr, R.H., 2021. Shades of Blue: A review of the hiring, recruitment, and selection of
female and minority police officers. The Social Science Journal, 58(4), pp.484-498.
Taamneh, A.M and et. al., 2021. Talent management and academic context: A comparative study
of public and private universities. EuroMed Journal of Business.
Sitorus, D.S and et. al., 2021. The Influence of Selection, Motivation and Utilization of
Information System Academic for Lecturer (SIAD) on the Lecturer
Performance. Golden Ratio of Human Resource Management, 1(2), pp.61-71.
Saad, M.S.A. and Mohammad, A., 2021. Talent attraction and retention of private sector
organizations in Saudi Arabia. PalArch's Journal of Archaeology of
Egypt/Egyptology, 18(14), pp.835-846.
Kroon, B. and Paauwe, J., 2021. HRM in 21st century small organizations: a midrange typology
to describe, contrast and contextualize the phenomenon. The International Journal of
Human Resource Management, pp.1-28.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment
process. Economics and Culture, 15(2), pp.25-33.
Manzoor, F and et. al., 2019. An examination of sustainable HRM practices on job performance:
An application of training as a moderator. Sustainability, 11(8), p.2263.