Effective Recruitment and Selection Practice in 21st Century

This report examines the effectiveness of recruitment and selection practices in the 21st century. It discusses the seven phases of recruitment and the eight steps of selection, as well as the importance of avoiding discrimination and biases. The report also explores various theories and models that provide insights into the recruitment and selection process.

INDIVIDUAL ESSAY

Contents
INTRODUCTION.......................................................................................................................................3
TASK..........................................................................................................................................................3
Examine effective recruitment and selection practice in 21st century?....................................................3
CONCLUSION...........................................................................................................................................7
REFERENCES............................................................................................................................................8

INTRODUCTION
Seeking out for new appropriate generations and talents and interviewing, screening,
short listing and hiring them for a specific job according to the business's needs refers to
recruiting. Every organisation's vital part is recruiting, because on the basis of that a organisation
have its workforce who aids in achieving long term and short term goals. Those selected
candidates help in maximizing the productivity, profitability and efficiency of the company. On
the other hand selection process includes coordination of the business requirements and a
person's abilities, skills, qualifications, capabilities. The below report is aimed at the
effectiveness of the recruiting and selecting employees in organisation and how its done in 21st
century (Hmoud, and Laszlo, 2019 ).
TASK
Examine effective recruitment and selection practice in 21st century?
The HR department of the organisations takes the charge of recruiting new candidates
and it also includes organisation's management. every firm has its own unique processes of
recruiting which impacts the whole process of the organisation. Having their own process is
beneficial for them as they will get the specialised employees according to the job and also helps
the company in having the efficient and productive workforce. The execution should be done
with Dedication in order to make the cycle more effective. The process of recruitment is divided
into seven phases (McCartney, Murphy, and Mccarthy, 2020).
Identifying the needs of hiring - whether there is vacancy of job or the job is newly formed, hirer
cannot find a suitable person if they don't know about there requirements. So it is important for
the hirers to analyse the job specifications.
Job description preparation – once the hirers know what they want, now they have to identify the
duties and responsibilities of the job and prepare a job description. Job description is basically a
prospectus describing about the job so that the applicants compare themselves between job
requirements and their skills.

Searching talent – most important aspects of the recruiting process is to identify, attract, and
motivate the right talent. The job listing should be advertised internally, externally as well as on
the social networking sites to promote the job vacancy.
Screening and short listing candidates – here the process gets a bit challenging. Hirer have to
screen and shortlist the individuals accurately and study their qualifications, expertise, technical
as well as other skills.
Interviewing – after the short listing, the hiring team takes a 1o1 interview of every applicant
and then the applicants whether gets a offer letter or a rejection note by the team.
Offer of employment – a hirer should never take candidates will accept their job offer granted.
Introduction and induction – lastly, when a candidate is selected he becomes an official member
of the firm. After that he is conveyed all the information by the hiring team and them the new
employee's training period and induction gets started.
In order to bring the effectiveness in the business, this process should be done step by
step so that the employees will stay long, and contribute in the profitability and success of the
firm. The process of recruitment is lengthy and time consuming as there are thousands of
applicants. Many companies outsource this process to the other firms to save their time. Those
firms only hire the individuals who have the potential to grow the company's performances
(Zimmerman, 2018).
Selecting the most suitable candidates for a specific job in the company according to his
qualifications and abilities. It is crucial to have a effective selection process without any chaos
and hassle. The employees who wants to join is divided into three main segments on basis of the
application number they have got. Only the right and fitted candidate is selected in the process.
While selecting an individual there is a specific process which includes tests, interview and
checking if the references which is the main agenda of the process. The selection process have
basically 8 steps which are given below (Sołek-Borowska, and Wilczewska, 2018):
preliminary interview – this interview is very basic and conducted to eliminate the candidate who
are not appropriate for the working in the organisation. After eliminating the unfit ones,
organisation is left with the capable ones.

receiving applications – the skilled and capable employees apply for a specific job In the
organisation by sending them their resumes or Cvs which incudes the biodata, work experience,
talents skills and more things. This gives a brief information about the employee to the
interviewers.
screening of application – once the resumes or CV are received , they get screened by the
screening committee and then they chose the accurate employees and call them for the interview.
They get on the basis of their expertise.
employment tests – before deciding any suitable job for the employee, they have to measure their
skills and abilities. Which is done by the employment test which includes personality test,
intelligence test and more.
Interview – interview is an 1o1 communication between the employee and the interviewer. To
identify the interviewee's skills and ability to contribute in the company's growth and success and
give him the idea about the work and expected potential.
checking of references - one of the main sources of information is the references of employee.
The referee can provide the information regarding the employee to the HR department and this
information stays confidential to the HR.
medical examination – to know the employee's physical and mental status the medical
examination id done to ensure that the employee is fit to perform any job assigned to him.
final selection – this is the last step of the selection process, after the candidate passes all then
tests, interview, medical check-ups, candidate is sent an letter which includes all the details
regarding the job and becomes officially a core employee of the company (Eva, 2018).
After this process, the hirer should fairly and legally select the candidate who are talented
and give them equal opportunity. The human resource of the company should avoid any kind of
discrimination and biasses happening in the company. There should be no favourism of any
particular gender, colour, caste, and religion all should be treated equally. There should be proper
strategies and plans of action that should be undertaken through the process of recruitment and In
making sure that the organisational requirements is aligned with the capital and the human
resource. There are so many theories given which state that how high skilled worker are in

border. One of the theory is the human capita theory which tells about the individual's abilities
and how to use them rightly and efficiently to increase the human capital of the firm (Barratt,
2019).
There is the term social capital that can be defined where the interaction and conversation
within the organization can be briefly discussed. Organizational capital is the institution where
the knowledge exists and is developed to produce tangible and positive results. There is the
resource-based model, which focuses primarily on the sustainability of competition in business
enterprises. According to this theory, it is said that the company that goes one step further to
improve its human resources will be at an advantage as it would handle the high and big tasks in
the organization that come up just as well as the existing competitors It is difficult and
enormously difficult to overcome the obstacles unless they invest heavily. Listening further to
this model also states that the organization should take the step as it will enhance and enhance
the workplace and workforce as it will also help them retain the individuality that the
competencies require. As all these capabilities add a lot of potential to the organization,
competitive advantage in the market itself becomes the driving force in the organization (Kusu
and Balaji, 2018).
The theories and models provide insights into the recruiting selection process that can be
carried out with extreme effectiveness and efficiency. Whilst the type of selection and
recruitment says many things about the organization and its performance in the market as the
qualified candidates make the company run and help to achieve the aspired and set goals that
facilitate the path and brand equity of a company increase also increase in the market. It's about
having a highly effective team that has the same goal and strives for growth, and all of this
depends heavily on the human resources for selecting the qualified employees in the
organization. One of the prominent researchers adewale and anthonia strongly believes that
recruitment and selection cannot be completed without having the bond. However they think,
after the structural selection, the organization should have the considerable approaches to face
the significant changes that will occur as this will create the formation of optimistic leaders and
the effective social exchange. The selection and hiring is the strongest and most important part
for the human resources management department because the qualified employability highly
depends on them and they should be aware and have the extensive knowledge of the industry

trends and diversity and the needs and desires of the client. The effective process will inevitably
boost the organization and the growth would be immense, and the urge to work in a friendly
environment will also affect the organization's performance in the market (Rozario, Venkatraman
and Abbas, 2019) .
CONCLUSION
From the above report, it can be clearly summarized that an effective and efficient approach to
recruitment and selection will help the organization achieve its overall goals. The skilled workers
or the employees become the driving force of the organization to gain height and have the
competitive advantage in the market. There are certain theories that help human resources to
fully fulfill their duty.

REFERENCES
Books and journal
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources
recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
McCartney, S., Murphy, C. and Mccarthy, J., 2020. 21st century HR: a competency model for
the emerging role of HR Analysts. Personnel review.
Zimmerman, L.P., Goel, S., Sathar, S., Gladfelter, C.E., Onate, A., Kane, L.L., Sital, S., Phua, J.,
Davis, P., Margellos-Anast, H. and Meltzer, D.O., 2018. A novel patient recruitment
strategy: patient selection directly from the community through linkage to clinical
data. Applied clinical informatics, 9(01), pp.114-121.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment
process. Economics and Culture, 15(2), pp.25-33.
Eva, T.P., 2018. Recruitment and selection strategies and practices in the private sector
commercial banks of Bangladesh: Evidence from human resource practitioners. European
Business & Management, 4(1), pp.28-38.
Barratt, J., 2019. Recruitment and selection in the UK care sector: a longitudinal study of
effectiveness in resourcing methods and practice (Doctoral dissertation, Aston
University).
Kusu, R. and Balaji, S.2018. A study on recruitment and selection.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection
process: An empirical study. Challenges, 10(2), p.35.