Effective Recruitment and Selection Practice in the 21st Century

This essay examines effective recruitment and selection practices in the 21st century, emphasizing the importance of ethical and fair procedures for organizational success. It differentiates between recruitment, which focuses on attracting candidates, and selection, which involves choosing the best candidate for a job role. The essay highlights benefits of ethical practices, such as enhanced brand image and attraction of talented individuals. It discusses strategies like skill testing, re-evaluating past rejected candidates, and providing prompt responses to applicants. The analysis also covers the significance of proper interviewing techniques and the induction process for new hires, using Morrison, a UK-based retailing company, as a case study. Ultimately, the essay concludes that effective recruitment and selection processes are crucial for retaining talented employees and fostering company growth.

Examine effective
recruitment and
selection practice in the
21st century

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Effective recruitment and selection practices in 21st century......................................................3
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

Introduction
Recruitment is the process of attracting more candidates toward the organization so that
they will apply for the vacant job role offered by the company (Klepić, 2019). On the other hand
selection is the process where a company select one best option out of various alternatives of
candidates whose skills and talent best suit to perform the vacant job role. It is essential for a
company to maintain a good practice is related to recruitment and selection process to grow well.
The following essay will cover effective recruitment and selection practices in 21st century.
Morrison is founded in the year 1988 by William Morrison and it is headquartered in Bradford,
UK.
Main Body
Effective recruitment and selection practices in 21st century
The word recruitment and selection are two different words with two different meanings. Most
of the individuals think that this to use with each other hence they means the same but
recruitment means attracting candidates for applying the job whereas selection means selecting
one or more candidates according to the vacant job requirement and whose skills and experience
or education profile matches the second job role (Hmoud and Laszlo, 2019). It is a responsibility
of HR manager to conduct recruitment as well as selection for their organization. Effective
recruitment and selection practices are those practices which are conducted fairly without any
discrimination and without any unethical way for the benefit of organization. There are various
kind of benefits to perform effective and ethical recruitment and selection practices within the
company like high brand image, customers get attracted more to those companies which are
having effective and ethical recruitment and selection process, attraction of more talented and
skilled candidates and many others.
One of the most popular effective recruitment and selection Practices within the
organization is related to their advertisement and promotional activities about the vacant job role
within the company. A company is acquired to advertise their vacant job correctly in the
advertisement tools which they use. For example they must mention the correct job role with
correct requirements of skills and talents and any other information if they want to mention must
be mentioned correct (Herschberg, Benschop and Van den Brink, 2018). It should not be
happened that the candidate will get attracted to the vacant job role after reading the

advertisement but when they reach to the organization for interview then they find something
different from the advertisement. In context of Morrison which is one of the most popular
retailing company within UK, they are having effective recruitment and selection procedures
within their organization. They commonly used social media advertisement to attract more
candidates toward their organization for applying the vacant job role (Al-Dubai and Gopalan,
2019). Hence they make sure that they will always mention correct details about their jobs and
the requirement. At the current time, the organization use various kinds of effective and ethical
practices within their recruitment and selection process like first practice is related to using skill
test at the time of recruitment. Today candidates send their resume through mail to the
organization so that they will call them for the interview process. Morrison is suggested to start
conducting our online skill test procedure after receiving resumes from their candidates which
will help them to analyse to whom they must call for further interviews so that this will save their
time and cost which is required in this process. They must convey the date and time for the test
conducted for the candidates through the same mail ID on which they send their resumes
secondly the company is also required to aware the candidates about this test through cell phones
and make them remind before the test (Selase, 2018). It is essential for the company to make sure
that they should not only rely on the resumes of the candidates but they must check the skills and
their abilities personally in the interview process.
In context of Morrison, their managers also reach to the past candidates who have been
rejected due to some reasons. It might be possible that the candidates who have been rejected
previously may contain the skills and talents which is space suitable for the present job role
which is offered by the company. Another advantage of reaching to past rejected candidates is
that the company already knows their ability and skills in their previous interviews or
interactions which they had earlier. Another important effective and ethical practice for
recruitment and selection procedure is that the company is required to say no quickly to the
candidate to whom they are not selecting for the vacant job role. Letting the candidates wait for
longer period of time to get the answer that whether they are selected or not is not ethical from
the organization’s point of view (Ani and Anayochukwu, 2021). Hence the candidate who is
searching for the job need to get answers quickly so that if they are not selected for the weekend
job role of one company then they will try to apply for other job roles within the same company
to other companies. Morrison is the company who is well known for their quick response to

their candidates in their recruitment and selection procedure because they have a separate team
who handle recruitment and selection process within the company.
One other important thing which a company must concern is that they should not call all
their candidates together at the same time for the interview. They must select a particular number
of employees like 10 to 15 Candidates. If they call all their candidates together then it may affect
the procedure because the candidate should wait for a longer period of time to get their chance
for the interview and secondly the interviewer will also get high burden. In context of interview
procedure the interviewer must ask their interest to sit on first and then ask the questions related
to their profile. The interviewer must ask the questions and conduct interview in a polite and
ethical manner it should not be happened at the interviewer will insult the interviewer in the
process due to the lack of knowledge of interviewee or the lack of skills in the interviewee
(Sołek-Borowska and Wilczewska, 2018). Making the candidate comfortable and relaxing is an
essential for the employer in the interview process so that they will easily give the interview and
mention their strengths to the employer. The employer is required to ask each and every question
which is led to the requirement of the vacant job role for example the qualification of candidate,
the past working experience and many others. in context of selection the employer must focus
on selecting that candidate only who is best suitable to perform their vacant job role.
In context of Morrison their HR manager is responsible for recruiting and selection
procedure and hence they make sure that the candidate will feel comfortable and relaxing in the
process. They also ask their candidate that whether they are comfortable for face to face
interview or online interview through video calls. The work is not yet completed after selecting
the best candidate out of various alternatives. The company is also required to focus on the
induction process of the chosen candidate. Induction is the process where a company or
employer introduces their new candidate to other existing employees of the companies so that the
new candidate will feel free and comfortable with other employees within the company. The new
employees will also get to know about their job role and how to conduct their job effectively
within the induction process only. In context of Morrison, they are suggested to provide a mentor
to the new employees who will make sure that the new employee will work according to the
organizational objective (Klepić, 2019). The same mentor will also aware the new employee
about the lunch time, what all responsibilities that new selected employee have within the
organization, how to communicate with other existing employees, who all are their superiors

and who all are their juniors and there are many other information which is conveyed by mentor
to the new employee. All the effective procedures and practices of recruitment and selection as
well as induction will help the company to retain their talented employees for a longer period of
time within their organization.
Conclusion
From the bound formation it is concluded that the recruitment and selection process is
one of the most important process for a company to grow high and faster within their industry.
Recruitment consists of attracting more candidates toward the company so that they will apply
for the vacant job role and selection is the process where the company choose one candidate out
of various alternatives. it is a essential for the company to conduct effective and ethical practices
for their recruitment and selection process for example they must conduct a skill test for their
candidates, they must say no quickly if they reject any candidate with respect, they must respond
the candidates as quick as possible, they must select the candidate on the basis of their skills and
abilities to perform the offered job rules and avoid to select the employee on the basis of
relationships with the management team or any other employee. Performing effective and ethical
recruitment and selection practices will help the company to develop their brand image within
the industry and also help to retain their talented and skilled employees and make them influence
to stay within the company for longer period of time.

References
Books and Journals
Al-Dubai, M.M. and Gopalan, V., 2019. Mediating role of Leadership styles on the relationship
between recruitment and selection and employee satisfaction among telecommunication
employees. Journal of Internet Banking and Commerce, 24(2), pp.1-11.
Ani, V.A. and Anayochukwu, G.I., 2021. Application of Due Process in Recruitment and
Selection of Personnel into the Federal Civil Service. Part 1. RUDN Journal of Public
Administration, 8(4), pp.375-385.
Herschberg, C., Benschop, Y. and Van den Brink, M., 2018. Precarious postdocs: A comparative
study on recruitment and selection of early-career researchers. Scandinavian Journal of
Management, 34(4), pp.303-310.
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources
recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
Klepić, I., 2019. Correlation of recruitment and selection of human resources and the
performance of small and medium enterprises. Naše gospodarstvo/Our economy, 65(4),
pp.14-26.
Selase, A.E., 2018. The impact of recruitment and selection criteria on organizational
performance. GN bank, Greater Accra region of Ghana as the mirror. Journal of Public
Administration and Governance, 8(3), pp.283-295.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment process.
Economics and Culture, 15(2), pp.25-33.