Recruitment and Selection Practices: A Contemporary Evaluation

This report provides an in-depth analysis of recruitment and selection practices, emphasizing their importance in the 21st century. It defines recruitment and selection, highlighting their role in human resources management for maximizing employee potential and achieving organizational goals. The report explores effective practices, including strong applicant pools, qualification screening, and strategic alignment. It examines the benefits of these practices, using Tesco as a case study to illustrate successful implementation. The report also discusses the significance of transparency and consistency in hiring processes, along with the importance of job descriptions. Finally, it suggests ways companies can improve their recruitment and selection practices, such as utilizing social media, applicant tracking systems, and college recruiting, alongside analyzing and attracting talented candidates. The conclusion reiterates the importance of these practices for organizational success and the use of technology for effective talent acquisition.

RECRUITMENT AND SELECTION PRACTICES

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Recruitment and Selection...........................................................................................................4
Effective Recruitment and Selection...........................................................................................4
Why Effective Recruitment and Selection practices in 21ST Century are important?...............5
Examples of helpful recruitment and selection practices............................................................5
How the company can make their R&S practices more effective..............................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6
Books and Journal........................................................................................................................6

INTRODUCTION
Recruitment is the procedure in which the organization and the human resources
management team search for potential applications in order to hire more talented people in the
company. Selection is the procedure of hiring the candidates among the shortlisted applicants
and caters them to a job in the company (Durrani, and Rajagopal, 2016). This report is going to
evaluate the effective recruitment and selection practices in 21 century. Along with this how the
organization can make their Research and selection activity is more effective.
MAIN BODY
Recruitment and Selection
Recruitment and selection is the procedure that is an important operation in human
resources management because it helps the company to maximize the instant of their workers in
order to meet the requirements and accomplish the goals and objectives which are decided by the
organization. It is the procedure of screening shortlisting and selecting the appropriate candidates
for applicants for the organization in order to fulfill the vacant position in the organization.
Effective Recruitment and Selection
Effective Recruitment is a procedure and concept in which the organization higher more
than an appropriate person for the job (Nielsen, 2017). The efficient recruitment process also has
the capacity to overcome their cost in developer complete repetition in the Marketplace in order
to get for opportunities and overcome the Threats which are facing by the organisation.
The effective selection process is also very important for the organisation in order to
hire the best and talented employees in the work so that the company can get more opportunities
and get more positive outcomes. The selection is the process that required series of collecting
and reviewing resumes and conducting job interviews in order to hire more talented people in the
company (Klassen, Durksen, and Bardach, 2021)
.
Benefits of the effective recruitment and Selection
There are several benefits of having a factor recruitment and selection procedure in the
organization (Yan, 2021). For example, the organization TESCO is following and adopting an
effective recruitment and selection process in order to hire more talented people in the company
so that they can get more opportunities and enhance their capacity to get more positive outcomes.
Effective recruitment and selection process engage several things like a strong pool of applicants
and appropriate qualification screening proactive strategic alignment with the organization in
order to accomplish the goals and overcome the turnover and high morale. There are seven
stages of recruitment which are adopted by the Tesco organisation is identify the ideal candidate
for the organisation and Sourcing in attracting more talented people in the company and then
converting applicants into the employee and start doing selecting in screening candidates in order
to hire a most talented and relevant employee in the company. after that, the organization

conducts the interview procedure and reference checking in order to check their background, and
then the last procedure which is adopted by the organisation is onboarding.
Why Effective Recruitment and Selection practices in 21ST Century are important?
Effective recruitment and selection practices are much important in 21 century because it
helps the company to fulfill the requirements of a job and also ensure about the organisation of
opportunities and success. Help the company to ensure transparency in the procedure of hiring a .
recruitment and selection is the procedure which ensures the company that all the processes and
concepts which is associated with hiring and selection are performed transparency full stops it
also has the company to provide consistency (Maalouf, and Pate, 2016). Consistency is another
reason for the company to have a factory recruitment and selection policy. The organisation
TESCO is adopting a talent management system so that they can hire more effective and talented
people in the organisation in order to maintain the financial stability of the organisation.
Recruitment and selection practices are much important for the organisation in order to
overcome the competition level in the Marketplace and provide several facilities to their workers
in order to get more opportunities and success in the Marketplace.
For example The organisation TESCO is adopting effective recruitment and selection
policy because it supports the organisation to develop its transparency in the hiring procedure
and also provides consistency in the operations of the company (Yan, 2021). It also support the
organisation to get more appropriate opportunities and provide appropriate job description
towards the candidate appropriate job description is a very important part of the recruitment
procedure because it helps the company to describe the primary and secondary task will going to
perform along with the core competency for the appropriate role in the organisation.
Examples of helpful recruitment and selection practices.
There is an example of recruitment and selection practices that is very helpful for the
organisation. The company Tesco is adopting recruitment and selection practices because it
supports them to get more opportunities. The organisation is conducting interview tests and
practical assessments in order to meet the requirements of the company is hiring more talented
people in the organisation. Recruitment is the procedure of trying to bring the people in order to
sign up for something or join something. The organisation Tesco is adopting advertising job
descriptions in order to reach talented people for the company. if the recruitment consultants are
being higher than it is required for them that they should aware of the requirements of the
company and they should have a piece of deep knowledge about the organisation profile(Nielsen,
2017). The organization is also using software's in order to keep track of their building sales
payroll and complex things like the relationship between the customer and the company.
Recruitment and selection practices are very important for the company because it enhances the
skills and capabilities of the employees in order to overcome the threats and barriers in getting
more competitive advantages. It is also very supportive for the organisation so that they can
enhance their success and become more effective in the marketplace. The organisation Tesco is
adopting this procedure because if they are operating at the multinational level so it is very
important for them to hire more talented people in the company in order to maintain their
financial stability and keep tracking the performance of the employees

How the company can make its R&S practices more effective
There are several ways through which the organization can make its recruitment and
selection practice more effective (Klassen, Durksen, and Bardach, 2021). It is very important for
the organization to formulate a clear employer brand and formulate jobs first that help the
company to reflect on their organization. Along with it is very important for the organization to
use social media platforms in order to interact with more consumers. Along with this, it is very
important for the TESCO company to invest in an applicant tracking system and explore the job
boards. And consider college recruiting because in the college there are several people who are
much talented in order to get more positive outcomes for the organization. Along with this, it is
very important for the organization to analyze and find talented candidates and let them know
about the requirements of the company by providing a job description. These all procedure helps
the company to save their time and money by investing in the applicant tracking system. Along
with this social recruiting is much amended for the organization in order to target potential
applicants for the organization (Maalouf, and Pate, 2016). It helps the company to find more
talented people in the organization by using several social media techniques. For example: the
organization TESCO is using job description and some application on social media platform in
order hire candidate according to requirements of the company. The company TESCO is
adopting and following recruitment process in order to hire more talented people in the company.
Identify the requirements of hiring first the organization is identified and analyses the
requirements of hiring in order to fulfill the vacancy in the organization.
After that the organization is preparing the job description in order to provide
information about the experience duties and responsibilities of the job.
After providing job description the organization is identifying the right talent in order to
attract more talented candidates and motivate them to apply in the organization.
After the organisation is doing screening and shortlisting appropriately. It support the
company to shortlist the person on the basis of their qualification and their relevant experience
and their technical competency in order to fulfil the requirements of the organisation
After that the organisation is conducting interview so that they can identify main person
information and some question to. There are several ways through which the organisation Tesco
is conducting interview which is telephonic screening video interview face to face interview and
many more.
These are the steps which are followed by the company in order to make their process
and step effective.
CONCLUSION
From the above-mentioned report, it has been concluded that recruitment and selection
procedure is very important for the organization in order to get more opportunities and overcome
the threats and areas which are facing by the organisation. Along with this, it is very important
for the organisation to use amended. Technologies and digital media marketing in order to

connect with their talented applications so that the organization can save their time and money
by investing in the applicant tracking system.

REFERENCES
Books and Journal
Durrani, A.S. and Rajagopal, L., 2016. Restaurant human resource managers' attitudes towards
workplace diversity, perceptions, and definition of ethical hiring. International Journal
of Hospitality Management, 53, pp.145-151.
Klassen, R.M., Rushby, J.V., Durksen, T.L. and Bardach, L., 2021. Examining teacher
recruitment strategies in England. Journal of Education for Teaching, 47(2), pp.163-
185.
Maalouf, S.W., Liu, W.S. and Pate, J.L., 2016. MicroRNA in ovarian function. Cell and tissue
research, 363(1), pp.7-18.
Nielsen, M.W., 2017. Reasons for leaving the academy: A case study on the 'opt-out
phenomenon among younger female researchers. Gender, Work & Organization, 24(2),
pp.134-155.
Yan, D., 2021, April.Research on the Curriculum Reform of Recruitment and Talent Assessment
under the Blending Learning Model. In 2021 2nd Asia-Pacific Conference on Image
Processing, Electronics and Computers (pp. 340-344).