Effective Recruitment and Selection Practices in the 21st Century

This report explains the various effective techniques of recruitment and selection practices in the 21st century with an example of a company. It covers social media recruitment, rehiring past employees, video interviewing, networking events, structured employment interviews, HR technology, advertisements, and analytics.

Recruitment and
Selection

Table of Contents
Introduction .....................................................................................................................................3
Task:2...............................................................................................................................................3
Main body .....................................................................................................................................3
Conclusion ......................................................................................................................................6
References .......................................................................................................................................6

Introduction
Recruitment and selection is the key responsibility and role of HR department.
Recruitment is the process of attracting the candidates who are qualified for the job in an
organisation. It is a positive approach of finding out the perspective applicants and able to apply
for the vacancy (Buil, Catalán and Martínez, 2020). Where as selection is the negative approach
as it is the process of selecting the best suitable candidate from the applications they received. In
this report. It will explained about the various effective techniques of recruitment and selection
practices in the 21st century with an example of a company.
Task:1 ( covered in PPT)
Task:2
Main body
Effective recruitment and selection practice in the 21st century
Recruitment is the positive approach as it encourages candidates to apply for the vacant
post. The cycle is recruiting begins with the sourcing candidates. It involves the various activities
of recruitment of employees such as advertising the vacancy, managing responses, analysing job
requirement, to apply for the job and attract them, scrutiny of applications and finally shortlisting
candidates (Esmaeilizadeh, Shaghaghi and Taghipour, 2020). There are various techniques and
methods of recruitment and some of them are explained in detail as given below:
Social Media Recruitment – This is the effective method to recruit the best suitable candidate
as social media gives the wide range and variety of options. They think beyond the given four
options that is LinkedIn, twitter, Facebook and Instagram as they are going more innovative and
try to hunt talent by using apps like tinder, bumble, spotify, snapchat etc. It helps the employer
and the company to promote its culture and brand through videos, pictures, employee
testimonials and client. Rehiring past employees – The company can rehire its past employees
who already have worked with the company and left it in good terms. Rehiring them will be a
cost effective method as it reduces the time and money in hiring the cost per hire. For example

sainsbury, it uses this method and again want to give this opportunity to hire its past employees
who left the job in a good terms. Video interviewing – It is one of the effective and relatively
new recruitment method to screen the candidates to get the positive candidate experience and
ensure a convenient method. This method is much easier for the recruiter as they can able to ask
the unlimited questions and responses can be viewed at a convenient time by the help of video
interview. It will help to accelerates easily the initial screening process and reduce the number of
on-site interviews. Networking Events – through the networking events it can easily acquire
interns and candidates from different disciplines (Kulkarni and Pingle, 2019). It can be in the
form of job fairs, seminars, open houses, conferences, HR events etc. offers a perfect recruitment
platforms. For example tesco, the company and HR department of tesco uses various networking
platforms to attract the candidates to apply for the vacant post in the company. By using realistic
pictures of the company, opens job fairs at the end of the year or when the company has high
demand of work force. Structured Employment Interviews – It helps to create the good hiring
decision which is very effective and fair method of recruitment for the company. It involves the
list of questions which is must to answer by every candidates as it improves the chances of fair
assessment (Leutner, Akhtar and Chamorro-Premuzic, 2022). For example in context to
sainsbury, the company uses proper structured employment interviews in which candidate need
to answer the question which are listed below as it helps the company in fair recruitment.
HR technology – It is also an effective tool and method of recruitment where there are many
facilities and features are available such as automatic email responses feature which notifies the
candidate about their status, pre screening, keyword search and scoring as it makes easy to set
aside candidate. For example in context to tesco, it is an easy and effective method by which it
helps the to easily access and make responses by an automatic email generation which notifies
the status about the applicant. Advertisements – It helps the applicant or candidate to get the
information about the company that it is recruiting for the specific post. It can be done by various
modes of advertisements such as newspaper, television, social media, mobile phones, various job
vacancy sites etc. it is very useful in the 21st century. For example in context to Morrisons, the
company uses a large area of advertisement as it mostly hires the candidates in bulk because it is
large organisation. By the help of advertisement technique the company gets in large number of
applications so that they can able to recruit the candidates from the large number of application
received who are interested in wanting the job (Mahjoub and Kruyen, 2021). Analytics –

Applicant tracking system helps to track the performance at every level of every source. This
method has topped the list by innovative technique of recruitment and it creates importance also
for an organisation (Raut and et.al., 2020). For example in context to tesco, it is a huge company
and analytics helps the organisation a lot as it track the overall performance in an effective way
that helps the recruiters to know which channel is getting the more hires successfully for an
organisation. So that company able to complete bits desired task at a given time.
Selection techniques
The 21st century has lead the transformation in the way Human resource management undertakes
recruitment as well as selection process. The improvement in digital technologies has supported
the HRM in adopting effective selection strategy for selecting the potential employees in the best
manner. The following are the effective selection practises followed by modern Human Resource
management is : Resume Sorting process: The first process practised by company during
selection activity is sorting the large number of resumes in the effective manner. In this, the
HRM selects its potential employees from resumes as well as from other online job portals. In
relation to this, the modern HRM uses the artificial intelligent program which supports the
company in selecting from the high quality resumes(Suwarto and Subyantoro, 2019).
Introductory screening: In this, the recruiter sends the series of questions to the candidates in
order to assess their knowledge as well as their professional skills. In addition to this, the
recruiter can also select candidates with top resumes for the telephonic round by asking about
their daily routines in order to know the communication skills of the potential employees.
Assignment test: After introductory screening, the human resource department can assign the
practice test to the selected candidates in order to check about their time management skills or
gain an insight about professional skill of customer required for the job. In relation to this, the
company generally sends test questions via email. Cognitive strengths test: The other important
practise of HR managers is assessing the critical thinking skills of the selected candidates. The
main purpose of adopting this step is to gain an insight about whether candidate can withstand
the pressure of the job or not. In relation to this, it also supports the company to know the
grasping power of potential employees (Lee and Mao, 2020). Candidate references: In this, the
manager assess the skills of selected candidates by taking the references from their previous
employer as well as other colleague members. This support the recruiter in gaining the overall
knowledge about the behaviour as well as discipline of candidates. In addition to this, the activity

also enable HR managers in knowing whether the candidate can perform better in the company
or not. In person interview: The most important selection process is conducting face to face
interview in order to gain information about the level of their knowledge, skills as well as their
attitude. This process supports the company in knowing overall information about career of
candidate. In addition to this, it also helps in receiving knowledge about the strengths as well as
weakness of the candidates(Van Esch, Black and Ferolie, 2019).
Conclusion
From the above report it has been concluded that how company uses recruitment and
selection process effectively by various techniques and methods. The recruitment and selection
are the key responsibility of HR in an organisation. In recruitment it has been used various
techniques like video interviewing, networking events, HR technology etc. which helped the
organisation in recruiting in 21st century. In selection process also the company uses various
techniques like resume sorting process, introductory screening, candidate references etc. which
helped the organisation in selecting from the various forms received at the time recruitment.
References
Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to gamified
recruitment. Journal of Business Research, 110, pp.41-50.
Esmaeilizadeh, S., Shaghaghi, A. and Taghipour, H., 2020. Key informants’ perspectives on the
challenges of municipal solid waste management in Iran: a mixed method study. Journal
of Material Cycles and Waste Management, 22(4). pp.1284-1298.
Kulkarni, R. M. and Pingle, S. S., 2019. A Comparative Study of Effectiveness of Online-
Recruitment in Manufacturing and Service Sector in Nashik. Abhigyan, 37(2). pp.39-
48.
Leutner, F., Akhtar, R. and Chamorro-Premuzic, T., 2022. Digital Interviews. In The Future of
Recruitment. Emerald Publishing Limited.
Mahjoub, A. and Kruyen, P.M., 2021. Efficient recruitment with effective job advertisement: an
exploratory literature review and research agenda. International Journal of Organization
Theory & Behavior.
Raut, R.D. and et.al., 2020. Analysing green human resource management indicators of
automotive service sector. International Journal of Manpower.
Vincent, V., 2019. 360 recruitment: A holistic recruitment process. Strategic HR review.