Examining Effective Recruitment & Selection in the 21st Century

This essay analyzes effective recruitment and selection practices in the 21st century, focusing on the evolving demands of the modern market. It examines relevant theories such as Human Capital theory, Social Capital theory, and Resource Based View, and their application in organizations like Unil...Read More

Individual Essay

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK...............................................................................................................................................3
Examine effective recruitment and selection practice in the 21st century......................................3
Description of relevant theories...................................................................................................3
Analysis.......................................................................................................................................5
Recommendations........................................................................................................................6
CONCLUSION................................................................................................................................6
REFERNCES:..................................................................................................................................7
Books and Journals:.....................................................................................................................7

INTRODUCTION
The report aims to analyse the effective recruitment and selection practices in the 21st
century. In every business organisation, recruitment is an effective practice which involves
hiring and selection practice of talented and skilful candidates. It shows that, how a business can
perform necessary activities which help in finding right individual for the company. This report
is going to analyse about the key theories and trends of recruitment and selection in the modern
market (Hmoud, and Laszlo, 2019). The discussion will be based on Unilever which is a well
established company of UK. The company is running its operations since 92 years which has
seen many changes in the dynamic market. For that instance, modern practices are necessary for
the company to maintain brand name and productivity in the company.
MAIN BODY
TASK
Examine effective recruitment and selection practice in the 21st century
Description of relevant theories
Recruitment and selection is a necessary practices for HR manager in an organisation.
The manager is not only liable for hiring people to fill vacant position in the company but also
look for the overall welfare of the employees. In the recent time of Covid-19, when economy is
facing decline in the business and overall growth, companies are in serious need of skilful
people. Therefore, the HR manager look for the best people of the company welfare so they
become a valuable assets for the organisation. It becomes difficult to find skilful employees in
the dynamic market due to having shortage of the key personnel. They require high salaries,
incentives and better working environment. In the 21st century, HR manger needs to be updated
about the current trend to make effective strategies as per the requirement. Current market is
getting affected with high inflation, interest rates and scarcity of resources. All these factors have
great impact on bringing effective protocols to attract talented individual towards company and
give their valuable contribution. Unilever is a leading retailer in the industry which sells grocery,
merchandise and consumer products (Sołek-Borowska, and Wilczewska, , 2018). The
organisation is known for its brand name by selling quality products across worldwide level. The
recruitment process is all about looking for number of candidates to fits for the job role in the

company. It involves finding number of ideal position in every department, provide application,
staffing, recruiting and selection. The HR manager is responsible to prepare job description,
person specification and appointment letter for the selected candidates. There are many stages of
a recruitment and selection process which showcase a professional behaviour of the company. It
vary from business to business and size of the company. A talented individual will serve best
activities and skills for company’s profits. Quick positions and clear objectives is another benefit
of the recruitment process (Perrone, and Tucker, 2019). The more HR manager will make bets
standards and strategies to take interviewees and check capabilities of the candidates, the more
the organisation will be boosted with great success potential. The modern recruitment process is
quite complex to high demand of the employee from the companies. It becomes necessary to
look for their needs and expectation to attract them towards the organisation. In the modern
market, HR manger needs to bring changes in their practices which include the candidate control.
In the recent cases, the candidates look for building their experience by not working more than
one year in the same organisation. They tend to get experience and to shift their job. It shows
that, the company like Unilever have many opportunities to hire experienced employees who are
aware about the market politics and requirement.
The recruitment and selection require effective theories in order to lead HR manager for working
with modern market. One of the main theories of recruitment and selection is Human Capital
theory which shows that and individual has different personality’s abilities competencies which
make them a valuable capital for the organisation. This theory suggests the HR manager to
analyse and find the most required skill into an individual to drive organisation performance.
They need to prepare Strategies and approaches through which taken find skills and expert is
before hiring any candidate. The Other theory is all about social capital which shows that how
interaction takes place in the organisation (Pahos, nd Galanaki, 2018). Many companies take
group interviews and group discussion to analyse interpersonal skills of the candidate to maintain
collaboration in the company (Meyer, and Norman, 2020). The main reason behind this theory is
to analyse whether the candidate is capable support business model and dynamic working
environment. The Unilever work on this theory and analyse each and every at attitude
personality and skill of an individual my taking aptitude tests group discussions and individual
assessments. Another theory is resource based view which is focus on Sustainable operations and
management of organisation. When the organisation looks out for individuals who have

sustainable mindset and analyse them through a resource based view will get more success in the
future. These organisations will have more competitive positions in the market that will show
case how to tackle dynamic situations and complex working environment easily.
Analysis
It has analysed that the 21st century has become more upgraded and versatile in every field of
business. All the companies are looking for talented individuals who have all kind of skills and
not just limited to communication and time management but they also look for soft and hard
emotional creative and cognitive skills which make them a capable individual to work in any
business market please. Therefore recruitment and selection practices are getting change as per
the time and requirements of customers (Prasad, 2020). The HR manager has to maintain
connectivity with their employees to analyse and learn about the values or any problems which
they are facing at workplace. In today's generation building connection is more important than
anything else as it belongs to same community together which will going to work for a single
motive in future. It has also analysed that traditional ways were less complicated than the modern
ones In hiring and selecting employees by just putting in advertisement or vacancies. But in
current time period, due to having huge competition among businesses people have large number
of choices to build their career in desirable manner (Farashah, Thomas, and Blomquist, 2019).
For that instance why managers need to look for giving proper instructions details and
information about job rule so that a candidate could easily apply for what they are looking for.
The today's generation is more dependent on relationships and the level of performance and
individual create into the organisation. Their men motive is to deal with the Rivals and promote
effective performance in productivity within the company (Van Esch, Black, and Ferolie, 2019).
When HR manager get successful in hiring most talented people in the company who will be a
valuable personal for long time it can contribute towards the success and brand name which will
boost companies performance in all over the market. In order to retain and sustain these
candidates the HR manager needs to look at regular initiative and promote equality in the
working environment. It is also a part of recruitment and selection process which impact on
attracting number of people towards the companies culture and Standards.

Recommendations
 The manager needs to look for employee retention as they may leave the organisation at any
point (Iloh, 2018). Therefore, controlling candidates will have positive impact on the
company and they will not face regular complications of recruitment and hiring.
 . The manager conduct recruitment campaigns and campus visits for hiring candidates
through different parts of the world. There are many benefits of this process as it helps in
increasing productivity, standards and growth in the market.
 The manager needs to avoid huge recruitment cost by focusing on the latest trend of
recruitment to minimise the expenses and retain the employees for longer period of time.
CONCLUSION
The report has concluded that, hiring talented individuals is not an easy task as it require
time for planning, preparing documentations and take interviews. A manager is responsible for
all these activities and to bring changes in their equipment practices as per modern requirements.
In current situation recruitment and selection take place to online platforms to give better
opportunities to the world wide candidates and provide them work from home facilities. This
shows that the business workplace is developing and growing successfully by Digital
contribution and equality.

REFERNCES:
Books and Journals:
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources
recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment
process. Economics and Culture, 15(2), pp.25-33.
Perrone, F. and Tucker, P.D., 2019. Shifting profile of leadership preparation programs in the
21st century. Educational Administration Quarterly, 55(2), pp.253-295.
Pahos, N. and Galanaki, E., 2018, June. Staffing practices and employee performance: the role of
age. In Evidence-based HRM: a global forum for empirical scholarship. Emerald
Publishing Limited.
Prasad, L.M., 2020. Principles and practice of management. Sultan Chand & Sons.
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior, 90, pp.215-222.
Farashah, A.D., Thomas, J. and Blomquist, T., 2019. Exploring the value of project management
certification in selection and recruiting. International Journal of Project
Management, 37(1), pp.14-26.
Meyer, M.W. and Norman, D., 2020. Changing design education for the 21st century. She Ji:
The Journal of Design, Economics, and Innovation, 6(1), pp.13-49.
Iloh, C., 2018. Toward a new model of college “choice” for a twenty-first-century
context. Harvard Educational Review, 88(2), pp.227-244.