Effective Recruitment Practices in HRM

This essay discusses effective recruitment practices in the 21st century, emphasizing the importance of innovative techniques for human resource managers. It covers various methods such as online platforms, recruitment marketing, employer branding, social media recruitment, employee referrals, and telephonic interviews. Each technique is analyzed for its advantages and challenges, highlighting the need for HR managers to select the most suitable methods for their organizations to enhance overall business performance.

Assessment 2 Individual essay

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Effective recruitment refers to an essential function of the human resource managers with
the help of which they recruits the best suitable candidates for the vacant job in the best
economic way. The present study show an essay on the effective recruitment practices of the 21st
century.
MAIN BODY
Recruitment can be defined as a process of gathering various candidates and shortlist
them for the selection procedure on the basis of the required skills and qualifications of the
vacant position (Ekwoaba, Ikeije and Ufoma, 2015). Effective recruitment practices can be
defined as those practices that can be adopted by the human resource managers through which
they can recruit the best person for the appropriate jobs by incurring the minimum cost of the
company. A company is needed to develop the best recruitment practice in order to the best
human resources for performing each of the business activities in the most effective way.
In the 21st century, there are numerous recruitment practices that have been developed in
order to improve the HR practices in the companies and enhance their efficiency of the business
performance. There are various recruitment practices each practice can be suitable for the
different business organisations. It is an important task for the human resource managers of the
company to adopt the most suitable techniques with the of which they can help the business in
placing the right person at right job in the most economical way.
Improving the pool for gathering candidates for the recruitment purpose can be term
as one of the best technique. It can help the human resource managers in gathering the best talent
for the company. In this regard, a business organisation can develop online platform through
which it can advertise the vacant position as to provide information to all the candidates who are
eligible for the job in all over the country and even at worldwide range (Serrano-Aguilar and
et.al., 2015). It can help he HR managers in gathering the best talent for the recruitment and
selection process. Although, this technique can lead in gathering a huge number of candidates for
the job among which a large number of candidates can be irrelevant for the vacant position. In
this order, this technique can enhance the working of human resource managers.
Further, the recruitment marketing can also be defined as an another best recruitment
technique. In this technique of the company can adopt various marketing techniques for the
recruitment purpose. In this practice, human resource managers of the company can use various
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marketing tactics like advertisement, analysis of the market position, building the most attractive
recruitment policies so as to attract talent towards the firm in an effective way (Palac and et.al.,
2018). It can built ability of the company to attract a range of suitable candidates towards the
company's vacant position. In this regard, it can help the firm in selecting the best candidates for
the company. This technique can fail if the human resource managers fails to do effective
marketing of the vacant position of the company. Further, this technique can enhance the cost of
recruitment procedure of the business.
Next best recruitment of practice of 21st century can be employer's brand building. It
refers to building the reputation of employer in the market. The research has been proven that
most of the talented candidates get attracted towards those employers that have reputation in the
market. In this order, the human resource managers should build effective strategies for building
he brand image of the company (Sun and Li, 2017). It will help them in enhancing the attraction
level of the candidates. This technique can not be used by newly established business enterprise
as building brand positioning in the market is not an easy task for any of the organisation.
Another effective technique of the recruitment procedure is the Social media
recruitment. In the 21st century, most of the population keeps active on the social media
platform, social media recruitment can be considered as the best practice for the recruitment
procedure. Using this practice, the human resource managers of a company can provide all the
relevant information regarding the vacant job position such as job title, job description, required
qualifications, skills and talent for performing the vacant job to the candidates of all over the
world. It can be consider as the most cost effective technique for candidate gathering purpose, as
a company does not need to incur a large amount of cost in spreading the information about the
vacant position in the company in all over the world (Garavan and et.al., 2018). Further, it can
also help them in building a strong relationship between the candidate applied for the job and the
employer by developing effective communication through the social media platform.
In the 21st century, a new method of recruitment has been developed i.e. Employee
referral. It can be termed as technique in which the company asks its existing employees to refer
suitable candidates to the company for the vacant position. It can help the human resource
managers of the company in gathering the most suitable candidates for the firm without incurring
any additional cost of recruitment. As per this practice, existing employees can be motivated to
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refer other candidates by providing additional incentives on each additional candidates employed
by the company as per the referral of existing employees.
Recruitment through the virtual reality can also be consider as an effective innovated
recruitment techniques of 21st century (13 Innovative Recruitment Methods Top Recruiters Use,
2018). It refers to providing a virtual tour of the office. It can help the candidate in feeling the
atmosphere and office culture of the company and attract them towards the office as well.
Furthermore, this technique can enhance the cost of company as for providing virtual reality
experience to the candidates, a firm needs to develop attractive virtual reality of the overall office
culture and environment of office which needs a huge cost to be incurred by the company.
In addition, 21st century, being the world full of technologies, the human resource
managers can also recruit the candidates by taking the telephonic interviews. It can be consider
as the most cost efficient technique of recruitment. Using this technique, managers take the
interviews of candidates on telephonic calls. It reduces the cost to be incurred by the business in
gathering the candidates for the recruitment and selection procedure. In the another context, a
company may fail to recruit and select the best candidate for the business as in telephonic
interview, the human resource managers may fail to analyse the actual confidence level and
personality of the candidate.
In this regard it can be analysed that in the 21st century, numerous innovative recruitment
techniques have been developed. Human resource manager of the company should analyse all
the techniques and should adopt the best technique for the recruitment purpose.
CONCLUSION
From the analysis of the above essay, it can be analysed that recruitment procedure is one
of the major function performed by the human resource mangers of the company. Performance
of this function in an effective way is a core requirement for enhancement of the overall business
activities of a business organisation. Further, the study has also concluded that there are a range
of effective techniques of the recruitment. Each technique have its own pros and cons. Further,
each technique is suitable for different types of business organisation. In this regard, the human
resource managers of the company needs to analyse the all the innovated techniques and choose
the most appropriate technique for the recruitment process for developing effective recruitment
in the firm.
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REFERENCES
Books and Journals
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Garavan, H. and et.al., 2018. Recruiting the ABCD sample: Design considerations and
procedures. Developmental cognitive neuroscience. 32. pp.16-22.
Palac, H. L. and et.al., 2018. A Practical Do-It-Yourself Recruitment Framework for Concurrent
eHealth Clinical Trials: Simple Architecture (Part 1). Journal of medical Internet
research. 20(11). p.e11049.
Serrano-Aguilar, P. and et.al., 2015. Recruitment procedures for descriptive socio-economic
studies in rare diseases. The BURQOL-RD project. Expert Opinion on Orphan
Drugs, 3(7), pp.759-765.
Sun, J., Lei, H. and Li, Y., 2017. Research on Staff Recruitment Management of Modern
Enterprise. DEStech Transactions on Social Science, Education and Human Science,
(eemt).
Online
13 Innovative Recruitment Methods Top Recruiters Use. 2018. [Online] Available through :
<https://harver.com/blog/innovative-recruitment-methods/>
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