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 the recruitment process and the eight steps of the selection process. The report also emphasizes the importance of avoiding discrimination and biases in the hiring 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 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's crucial for having a effective process of selection without any
chaos. The employees who wants to be a part of this are separated into three main portion on
basis of the request figure they have got. Only the accurate and fitted nominee 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).
the term social capital is characterized, where the action and conversation in the organization
is discussed in brief . company's capital is the establishment where the knowledge exists and is
build up to produce the actual and affirmative outcome. There is the resource-based model, of
which the focal point is primarily on the sustainability of competition in business enterprises.
According to this theory, it is said that the company that goes one step ahead to modify 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 management should take the step as it will enhance the workplace and workforce
as it also help them retain the individualism that the competencies require. As all these
capabilities adds up a lot of potential to the company, competitive advantage in the marketplace
itself becomes the driving unit in the organization (Kusu and Balaji, 2018).
The hypothesis and framework provide perception into the recruiting selection procedure
which can be carried out with extreme potential and efficiency. Whilst the type of selection and
recruitment says a lot many things about the company and its performance in the marketplace as
the qualified nominee make the company run and help to achieve aspired and set targets that
facilitate a way and brand equity of a organization increase in the market. It's about having a
highly effectual unit 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
spectacular researchers adewale and anthonia strongly believes that recruitment and selection
cannot be accomplished without having the bond. However they think, after the structural
selection, the company should have the appreciable approaches to face the significant
modification 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 crucial part for the
human resources management department because the qualified employee is highly depended on
them and they should be conscious and have the extensive knowledge of the market trends and
diversity and the needs and desires of the client. The effective procedure will inevitably

encourage the company and the growth would be vast, and the urge to work in a friendly
environment will also affect the organization presentation in the marketplace (Rozario,
Venkatraman and Abbas, 2019) .
CONCLUSION
From the above report, it is clearly summarized that an effective and efficient approach to
recruitment and selection will help the company to achieve its overall targets. The skilled
workers or the employees becomes the driving force of the enterprise to gain height and have the
competitive advantage in the market. There are definite hypothesis that aid 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.