Effective Recruitment and Selection Practice in the 21st Century

This report discusses the best practices for recruitment and selection in the 21st century, including emphasis on culture, keeping track of candidate information, ensuring privacy and security, leveraging social media platforms, adopting agile hiring methods, and optimizing the recruitment funnel. Recommendations are provided for London's Kings Coffee Ltd. Course code and college/university not mentioned.

Table of Contents
INTRODUCTION...........................................................................................................................3
EFFECTIVE RECRUITMENT AND SELECTION PRACTICE IN THE 21ST CENTURY.......3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
In the report an essay is carried out on the topic effective recruitment and selection
practice in the 21st century (Waxin, 2018.) With this regard a set of such practices will be
discussed like emphasis on culture, Keeping track of candidates information, ensuring privacy
and security for candidates, leverage social media platforms, adoption of agile hiring methods
and optimization of the recruitment funnel. These all practices will be analysed for the company
and further recommendations would be shared.
EFFECTIVE RECRUITMENT AND SELECTION PRACTICE IN THE 21ST
CENTURY
Strong work force is a synonym of success for every organization in 21st centenary which
is very competitive in nature where I4.0 revolution (Ghimire, 2021) hyper work force,
consumerism, globalization etc. such forces are prevailing in the market and causing need of
healthy work force which is next to impossible in absence of effective recruitment and selection
practices. Some best practices or theories for recruitment and selections are as follows-
Emphasis on culture
In this century where the global work force is getting mobilized with heavy rate. But for
an organization recruitment and selection process should be based on emphasis on its own
culture. This is the best practice since by strong culture workers become more likely to get
adjusted in the working environment and the possibility of mutual tussle may also get reduced
which will drive the organization to ace higher productivity (Miheso, Manyasi and Wanjere,
2019)
Many organizations are following this practice which is enabling them to mark up higher
productivity. Their policy while recruiting people is making them thrive since a range of
jeopardies can be eliminated by this practice in recruitment and selections.
People with different backgrounds are less likely to adjust with other employees and
unnecessarily conflict in the organization takes place. For the management it is really difficult to

resolve conflicts all the time and in absence of mutual cooperation a strong and utterly
committed team can never be made which may take the aims away. So the company must try to
uphold such strong internal culture which drives people to get indulged with the company and
can work together for the goals of the organization.
London's kings coffee Ltd which is operating in UK should form such recruitment and
selection policy through that it can promote its internal business culture from the very first day of
the potential employees, so they may get driven toward it. Company may go for installation of
strong respect system, responsiveness, accountability etc. characteristics in the workers.
Keep Track of candidates information
In this modern time when workers turn over is very high so the companies must have a
strong candidates track information record which will be providing them all necessary
information for recruitment and selections. For this purpose modern technological tools like
cloud-based software can be used.
For companies like London's lions coffee chain Ltd who is working in delivering
beverages in such industries the role of efficient workers is very high since effective hospital it
will be definitely paving the way for big amount of customers.
If the company would have ample information about the potential worker then it would
be easy to pick the right person for the job, in this 21st century (Kanagavalli, Seethalakshmi and
Sowdamini, 2019) which is very competitive ones can not stay same in the market if not having
apex level of efficiency in term of work force.
So the company is recommended to keep such large number of information. Now this
task is also very easy since big data management is becoming easier with the use of modern
technological tools so London's Lions coffee Ltd can also use such software to keep sufficed
records.

Ensure privacy and security for candidates
With the development of modern technology 21st century also paved way for data theft
and ransomware too. For the organization carrying out efficient recruitment and selections it is
unavoidable to keep a strong protective policy of such data of candidates.
By this practice the company can not only prevent any such types of threats but can also
ensure higher amount of retention rate as well. This practice is essential in this period where
entire world is suffering from cyber threats.
Sometime people also avoid sharing their proper information due to the security concern, which
ultimately reduces the available alternatives and company miss the opportunity of recruiting right
person (Zeb Abdullah and Javaid, 2018,)
So London's kings coffee chain Ltd is recommended to lay down such strong privacy
policy along with better execution for this purpose they are suggested to go for installation of
modern digital apps and other cyber applications.
Leverage social media platforms
Now the companies are recruiting people from different sources. In the age of fourth
industrial revolution companies can not avoid using online platforms form recruitment and
selections. This is the best and cheapest practice since not only gives a wide range of access but
also helps to reach such people who have been far away and are looking for better opportunities
(Bazana and Reddy, 2021)
London's kings coffee chain Ltd who is operating in London but recommended to use
Facebook, LinkedIn, Instagram and many such platforms to attract people toward the
organization. This platforms will be helping it to access more people and can also avoid
conventional practices which were not only time-consuming but also expensive too.
So the company is recommended to use such platforms like Facebook, google and you-
tube even can start its own portal for recruitment through which can get people connected. Can

also outsource its recruitment process to any other service provider so can avoid installation cost
too (Searle, 2018)
Adopt Agile hiring method:
The company can make use of this method in order to hire talented employees so that it
can contribute in success of organization. Moreover, with the change in the business
environment human resources department need to adopt flexible recruitment selection process.
This method will allow company in increasing the workforce by attracting talented employees in
firm. The Human resources manager can take virtual interview and be more flexible with the
timing this will result in getting people from the remote area. Although if the timing will be
according to employees then it can easily work more effectively as it prefers less restriction
(Pavlič and Heričko, 2018). In addition to this, long interview process is killer as company has to
invest more money and resources in order to train ne employees. It can also impact on the
productivity of company such as if it is not able to hire talented employee due to strict hiring
process then it will lead in losing customer.
Thus, London Kings Coffee Chain can adopt a flexible interview process in order to
attract candidate for company as well as to fill the vacancy. Along with this, while taking the
interview the HR can take the assessment or evaluation test in order to identify skills and
knowledge of candidate. Although it need to be keep in mind that there should be no personal
question asked as it can hurt the sentiment of employee (Stray, Memon and Paruch, 2020).
Moreover, the company can also conduct various development programme like training worship
that will help in attracting people as well as improve the brand name of company in market.
The Recruitment Funnel
It is define as hiring strategy that helps in identifying the best job fit candidate from pool of
talent. Along with this, it is a wide approach that helps in measuring each stag in the selection
process and contributes in narrowing down the talent pool. Although proper interviewing,
sourcing and screening helps in success of recruitment funnel. This method of selection varies
on the size of the company and the number of candidates required for organization (Alashmawy
and Yazdanifard, 2019). The first step of funnel helps in reaching out quality employees by
increasing the brand name in market. In screening company take interview in order to analysis
the skill. The London king should take the interview of per employees minimum. In order to
accomplish it a collaborative interview need to be conducted by HR in which decision maker

need to be present. The question should include both technical and skill comparison in order to
short list the candidates in last minute exam. in addition to this, offer letter of the company
should be formal as new hires contributes in building awareness in attracting top talent so that it
can improve the selection process (Smith and Green, 2021). Although retuning employee is also
important as talented candidates in reducing cost. Moreover, it will help manager in shaping the
process step by step and maintain effectiveness of funnel so that it contributes in managing the
various hiring step effectively.
CONCLUSION
From the report above it can be concluded that the 21st century is dynamic when it comes
to recruitment and selections. The report had articulated all those practices which make the
process of recruitment and selections more effective in the competitive age. All the theories or
practices had been deeply analysed and on the basis of analyse relevant recommendations or
suggestions are extended to the London's kings coffee chain Ltd.

REFERENCES
Books and journals-
Alashmawy, A. and Yazdanifard, R., 2019. A Review of the Role of Marketing in Recruitment
and Talent Acquisition. International Journal of Management, Accounting and Economics. 6(7).
pp.569-581.
Bazana, S. and Reddy, T., 2021. A critical appraisal of the recruitment and selection process of
the Public Protector in South Africa. SA Journal of Human Resource Management. 19.
p.1207.
Ghimire, I., 2021. HRM Process of Recruitment and Selection: Case Subija Services Oy.
Kanagavalli, G., Seethalakshmi, R. and Sowdamini, T., 2019. A systematic review of literature
on recruitment and selection process. Humanities & Social Sciences Reviews. 7(2).
pp.01-09.
Miheso, P., Manyasi, J. and Wanjere, D., 2019. Effect of recruitment and selection practices on
employee retention in SACCOS in Kakamega County. The Strategic Journal of
Business & Change Management. 6(3). pp.356-360.
Pavlič, L. and Heričko, M., 2018, August. Agile coaching: the knowledge management
perspective. In International Conference on Knowledge Management in Organizations (pp. 60-
70). Springer, Cham.
Searle, R. H., 2018. Recruitment and selection. In Human Resource Management (pp. 215-237).
Routledge.
Smith, K. N. and Green, D. K., 2021. Employer internship recruiting on college campuses:‘the
right pipeline for our funnel’. Journal of Education and Work. 34(4). pp.572-589.
Stray, V., Memon, B. and Paruch, L., 2020, November. A systematic literature review on agile
coaching and the role of the agile coach. In International Conference on Product-Focused
Software Process Improvement (pp. 3-19). Springer, Cham.
Waxin, M. F., 2018. Workforce localization in the UAE: recruitment and selection challenges
and practices in private and public organizations. The Journal of Developing Areas.
52(4). pp.99-113.
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Zeb, A., Abdullah, N. H. and Javaid, M., 2018, July. Impact of human capital management
practices on employees’ job performance. In Journal of Physics: Conference
Series (Vol. 1049, No. 1, p. 012020). IOP Publishing.
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