Recruitment and Selection Practices in the 21st Century

This article discusses the importance of effective recruitment and selection practices for businesses. It explores the latest practices adopted by companies in the 21st century, such as virtual recruitment, remote hiring, recruitment transparency, diversifying the workforce, and using artificial intelligence. The article also covers various selection practices, including sourcing channel classification, talent pool, internships, employment exchange, and referral recruitment.

Assessment 1 and 2

Contents
INTRODUCTION...........................................................................................................................1
ASSESSMENT 1.............................................................................................................................1
Covered in PPT............................................................................................................................1
ASSESSMENT 2.............................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Recruitment is the procedure of looking out, finding and employ candidates for certain
job or position. It includes various activities like analysing, sourcing, viewing, short-listing and
examining individuals who enrol for a particular job. Companies opt for this process to search
qualified personnels and stimulate them to apply for jobs. Likewise selection is the process of
short-listing and choosing right personnel whose qualifications and skill sets fits with the job or
position proposed (Albert, 2019). The selection process of every organisation is unique with their
own set of requirements but the steps of process remains same. Major goal of selection and
recruitment practice undertaken by companies is to find and employ the best candidates for job
vacancies. Effectively carried out recruitment and selection process can help organisations to
have quality and skilled workforce which will further maximise firm's performances.
ASSESSMENT 1
Covered in PPT
ASSESSMENT 2
Every aspect of business is evolving in modern world, from the process of recruitment to
retiring each step has changed. Digital revolution has altered the process of recruitment and
selection. Nowadays, companies has shifted from the traditional way of hiring and started to
adopt more technologies to improve every process. It has allowed businesses to have new and
innovative recruitment techniques that attracts more candidates and eases the process. But with
that, the competition of finding top talent has also increased among recruiters. Post pandemic
recruitment has totally change the methods of how some companies look out for recruitment
process (Born, Hiemstra and Oostrom, 2018). Researchers have found that the best practice
companies can use for recruitment is by being more candidate centric. It is important as
individuals with talent and skill sets knows what they deserve and that is why does not settle for
any job or position. Thus various recruitment practices available to companies for attracting and
employing top quality candidates in 21st century are explained below:
Practice Retention- It is the a company's ability to retain its talent in the firm only
especially when their competitors are involved in tight hiring process. Recruitment and retention
are closely linked and a firm must attract, enhance and engaged with their employees to create
enduring connections with them which results in positive business outputs and sustainable pool
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of talent. Companies takes various steps so that there workforce knows that leadership is looking
out for them. Also teaching employees additional skills can also increase current workforce
productivity and assists to retain newly recruit talent by making them understand that their
growth is essential for company's success.
Virtual recruitment- Post pandemic, companies have changed their process of
recruitment. Modern technologies have allowed firms to interview candidates all around the
world as people can opt from work from home. Virtual recruitment has majorly change the
mainstream recruitment process and it has already spread on wide level. Companies now have
remote workforce and utilise various technologies to broaden talent pools by recruiting
candidates across the country (Grobelna, 2018). In 2022, when people look out for jobs they sees
firm's creativity, innovation and streamlining in recruitment process. In modern world,
candidates even decide whether to apply for a job or not by evaluating the recruitment method
used by company.
Remote hiring process- Pandemic has caused digitalization of many things and leading to
a more online world. Earlier the face to face interview has transformed into digital innovation
has taken place over that. It allows candidates to give interview from anywhere which results in
no stress about travelling to specified location, on exact time or weather conditions. Elimination
of these factors gives candidates more time and confidence to prepare for their interview. From
recruiters point of view it provides them great benefits to choose from a wider set of people.
Now the recruitment process is not confined to restricted number of people and allows recruiters
to interview and employ a qualified personnel for the job by remote interviewing. Remote hiring
might be a new practice of recruitment, but it is widely used and accepted as effective practice.
Recruitment transparency- Recruiters of a company knows that modern hiring practices
needs a clear and transparent communication between company and the candidates. As the first
point of contact takes place online, it is important for organisations to be more proactive in
providing information about company on their career page of website (Kilic, Demirci and Delen,
2020). Candidates who are serious about getting job look out every article or websites that can
provide them with more information about company's prospects. Recruitment transparency also
involves communication with short-listed candidates at every level of process.
Diversify workforce- Establishing the firm as a place that have diversified workforce,
helps companies in their recruitment practice as candidates think of it as desirable place of work
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and attracts more young talent in company. Companies takes various efforts to recruit more
varied pool of individuals by commencing specific recruitment objectives and providing
benchmarks that will be utilise to review their progress. Job postings and definition must be
written in widely acceptable languages to attract more candidates in company. Organisations also
penetrate new channels for putting the recruitment information to yield a diversified pool of
people all around the country.
Artificial intelligence- Companies always look out for more innovative and effective
tools, artificial intelligence has proved to be one of best practice adopted by firms. It assists
businesses to automate the repetitive factors of recruitment process and increase the authenticity
of whole process. Firms are increasingly adopting artificial technologies so that it can improve
their competitive position in market (Patterson, 2018). They are now investing in applicant
tracking systems to better carry out recruitment and employing efforts through automated
techniques.
Selection practice is also an important factor undertaken by companies after recruitment
process. It is a crucial element as large number of people apply for a job but selecting the best
candidate out of them is comprehensive process which will further enhance productivity and
performances of company. Hence, various selection practices firms can adopt to make the
selection process effective is described below:
Sourcing channel classification- One of the practices of selection adopted by companies
is to group them on the basis of recruitment channel used. Several sources includes direct
advertising where firm posts job advert on job portals or employment websites and social
advertising is where candidates enrol themselves on the job invitation they came across on social
media sites. This is helpful for companies to determine the reach of candidates and how they get
to know about company and its vacancy.
Talent pool- Firms can look out for new candidates in their previous databases of
personnels who have not been short-listed for some reason but can fill the vacancy of new
position. This also benefits companies by saving their time of recruiting and interviewing
candidates by providing them to choose from the pool of talent which have applied earlier. The
candidates also knows the expectations of companies from them and thus start working as soon
as possible.
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Internships- In modern world, the process of job has evolved a lot which has somewhat
impacted positively on businesses. In case of high level recruitment, companies have started to
provide various internships and apprenticeships programmes. It ensure companies to give a
certain period of time to selected candidate and review their performances to understand whether
they align with job requirement or not. Thus, this practice gives opportunity to firms to improve
candidates skills, knowledge and make them comfortable with company's culture.
Employment exchange- It is a practice of selecting candidates through government sites
where people looking for jobs posted their resume. These are government run initiatives which
keeps the record of all job seeking personnels (Silva, Silva and Martins, 2018). This practice is
effective for companies as they can easily pick candidates that are suitable for specified job or
position through these websites without wasting time on making job advert.
Referral recruitment- It is the process of selecting candidates which are referred from
existing employees. This is a simple process of selecting as the current workforce of companies
understand the culture of organisation as well as knows the requirement of job vacancy. Thus,
the employees makes their suggestions for potential candidates and the company can consider
them for filling empty positions.
CONCLUSION
As per the information presented above, it has been concluded that effective recruitment
and selection process is an important area for any businesses as it will become a major element
in success and growth. In 21st century, the methods of recruitment and selection has totally
evolved from traditional practices and facilitates firms to effectively carry out these operations
which reduces both their time and efforts. Digitalization of process is the major change that has
taken place in recruitment. Now companies can conduct all the process such as hiring,
interviewing, short-listing or selecting candidates online without wasting any time in consucting
interview panels.
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REFERENCES
Books and Journals:
Albert, E. T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and
selection. Strategic HR Review.
Born, M. P., Hiemstra, A. M. and Oostrom, J. K., 2018. Applicants’ Role as (Pro-) Active
Agents in the Recruitment and Selection Process. Journal of Personnel Psychology.
Grobelna, A., 2018. Effects of individual and job characteristics on hotel contact employees’
work engagement and their performance outcomes: A case study from
Poland. International Journal of Contemporary Hospitality Management.
Kilic, H. S., Demirci, A. E. and Delen, D., 2020. An integrated decision analysis methodology
based on IF-DEMATEL and IF-ELECTRE for personnel selection. Decision Support
Systems, 137, p.113360.
Patterson, F., 2018. Designing and Evaluating Selection and Recruitment in Healthcare.
In Selection and Recruitment in the Healthcare Professions (pp. 1-26). Palgrave
Macmillan, Cham.
Silva, S., Silva, C. and Martins, D., 2018, September. Knowledge management in the human
resources recruitment and selection process. In Proceedings of the 19th European
Conference on Knowledge Management, ECKM (pp. 773-782). Academic Conferences
and Publishing International Limited.
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