Analysis of Effective Recruitment and Selection in the 21st Century

This essay examines effective recruitment and selection practices in the 21st century, highlighting the importance of these processes for organizational success. It discusses the integration of technology, such as AI and applicant tracking systems (ATS), in modern recruitment strategies. The impact of the COVID-19 pandemic on remote interviewing and work-from-home trends is also explored, along with the increasing focus on diversity, positive employee experiences, and company culture. The essay further emphasizes the use of video recruitment, social media, and data analytics to enhance the efficiency and effectiveness of recruitment and selection processes. It concludes by recommending the adoption of these technologies and strategies for improved hiring outcomes.

Examine effective
recruitment and selection
practice in the 21 century

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
Conclusion and Recommendation...................................................................................................4
REFERENCES................................................................................................................................4

INTRODUCTION
Recruitment tend to comprises and includes of the effective process of the actively
finding out and seeking a suitable candidate for a specific job position. While the selection
process tends to comprises of the putting and choosing the right men with the right job based on
procedure to match the organisational requirement with the skill level of the people (Koech,
Kirui and Langat, 2022). Thus, both recruitment and selection process are tending to be vital
HRM function that supports and lead to effective hiring process of a firm based on recruitment
and choosing of correct person for vacant job based on their skill and knowledge level. The
current essay tends to comprise of the Examination of the effective recruitment and selection
practice in the 21 century which includes discussion of the latest recruitment and selection trend.
Main Body
It has been analysed and seen that an effective recruitment and selection policy tend to be
important and vital for a business organisation as it not only meet the requirements of vacant job
position but also tend to ensures and lead to the maintain its higher commitment and
performance level. Further, it has been seen and analysed that the basic objective of having and
leading out a good Recruitment as well as effective Selection Policy by a firm tend to comprise
of the making sure that the right candidate and individuals is being hired for performing the job
roles in effective member that is based on following the right process for hiring and selection
(Nye, 2022). Along with this, it has been also seen that it is vital to have a proper coordination
and sync between the hired candidate and the set organizational cultural, values, philosophy,
norms and its goals to ensure a better coordination and collaboration at workplace.
Besides this, the effective recruitment and selection process is the one that involves the
properly identifying the current business needs for staffing and based on this attracting and
sourcing appropriate talent, interviewing, vetting candidates, hiring and on boarding them
(Popescu and Kyriakopoulos, 2022). It has been seen that at the 21st century the technology has
become very advanced and updated that tend to brings and lead to many emerging trends within
the recruitment and selection policy of the organisation. It has been seen and analysed that the
now a day’s organization are becoming more focused and emphasising in the diversity. As well
as the remote hiring that is being effective supported and lead out by the use of the AI and other
digital analysis tics that is focused on leading a more efficient recruitment and selection policy.
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The use of the AI is being made to effectively understand the job role based on better analysis of
hiring need and preparing a proper job description.
Further, leading out and creating a proper recruitment plan is also being seen in 21 centuries
that provides a best way to reduce the time and energy involved in recruitment and selection
process (Smith, 2022). The creation of the recruitment plan tends to provide and facilitates a
better planning regarding the reviewing of the resumes, regular scheduling the interviews. Along
with making better decision regarding the selection of right candidate. Along with this, it has
been seen that the spread of the covid-19 which is a global pandemic has also carted a significant
change and modification within the recruitment and selection policy of the organization as now
they are focusing more and more in remote interviewing. It has been examined that the work
from home has tend to get emerged as a major new trend that is being seen within talent
acquisition and recruitment trends of 2021.
It has been also reviewed that because of the covid-19, the candidates are unable and
unwilling to travel thus at that time remote interviewing become a necessity as it also support’s
effective recruitment and selection policy as it downsizes the office space and give the advantage
of higher productivity gains (Holland, Dowling and Brewster, 2022). The use of the technology
and apps such as the Zoom, Microsoft teams, Cisco Webex and other specialised set of video
interviewing tools like HireVue has become common within firm to have and support a more
effective way of requirement and selection process. Along with this, an examination has also
made that in 21st century the organization are tend to have more focus on building and leading
out a positive experience and better company culture for its employees to have higher success
and profitability level. Thus, use of the carer sites has also been seen as a part of effective
recruitment and selection policy that support’s a quick reach and access to the suitable and
skilled candidates along with helping them to quality and easy set up to provide and optimise the
way of recruitment (Abbasi and et. al., 2022).
Further, it has been seen that an effective recruitment and selection process is the one that is
fast and efficient. Along with this, it also leads to reduction in costs as well as enhance the
reputation of the company along with supporting hiring of talented candidates. Thus, it has been
also examined that the in 21st century a trend towards the videos as requirement is also being
seen. It has been seen and analysed that the use of videos is tend to come up as key for attracting
and catering the interest the of the top talent and support an innovative and trendy edge for the
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companies to have an efficient recruitment and selection policy. Along with this, the video
recruitment also allows potential candidates to get a positive feel based on higher comfort and
also continued popularity of social recruiting that is effective and vital in offering a visual
experience of company culture (Aungsuroch, Gunawan and Fisher, 2022).
Along with this, the use of video to conduct and have the selection interviews is also
becoming a popular HR trend as it is based on two-way video interviews. Thus, it is effective
and vital in eliminating the travel time and cost, and are recordable and shareable which is
making them a new and more convenient way to have efficient recruitment and selection. Along
with this, the social media recruitment has also become a vital recruitment and selection policy
that is commonly seen in 21st century as it supports better way to reach the job seekers. It has
been seen that the groups and forums at social media are helping the companies within the
websites to have access and reach towards the more talented and skilled candidates. Thus, the
implication and use of the social media attend to supports a more effective recruitment and
selection process through supporting a quick as well as cost effective way of reaching more
talented employees. Further, the most vital and effective recruitment and selection that has been
seen during the 21st century is based in making use of the data analytics tools (Williams and
Sondhi, 2022).
It has been seen that the data analytic facilities a more effective recruitment and selection
process by the way of the allying the new insights as well as impose pattern production about the
potential candidate. Thus, leading and spurring an improved recruitment and retention strategy
for the companies based on the providing of the valuable information. Along with this, the use of
data analytics also support’s a revealing and meaning full information pattern based on various
correlations between the skill of candidates and vacant job role. Thus, it brings higher efficiency
in recruitment and selection through supporting more systematic and quick hiring process based
on significant data analytics. Beside this, a range of various latest HR technology such as the
ATS (applicant tracking system) is also being seen that supports a higher efficiency level in
recruitment and selection process. ATS tend to support streamlining and better management of
the job opening and hiring cycle along with automated workforce to maintain higher efficiency
in recruitment and selection process (Popescu and Kyriakopoulos, 2022).
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Conclusion and Recommendation
On the basis of current essay, a conclusion can be made that recruitment and selection forms
out a vital part of every organization that facilitates and supports hiring of right candidates at
right job. Further, it has been summarized that making use of AI and other digital technology are
supporting a more convenient as well as efficient recruitment and selection policy. Besides this,
it has been also concluded that making use of latest technology such as the ATS is helpful in
streamline the process of recruitment and selection. Further, based on current essay, a
recommendation can be made that making use of latest and efficient technology is effective to
have better recruitment and selection. Along with this making use of video interviewing and
ATS should also be made by organization to have more effective recruitment and selection
policy in 21st century.
REFERENCES
Books and journal
Abbasi, S.G and et. al., 2022. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs, 22(2),
p.e2438.
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2022. Recruitment and Selection. In Redesigning
the Nursing and Human Resource Partnership (pp. 31-48). Palgrave Macmillan,
Singapore.
Holland, P., Dowling, P. and Brewster, C., 2022. HRM and the smart and dark side of
technology. Asia Pacific Journal of Human Resources, 60(1), pp.62-78.
Koech, R.K., Kirui, J. and Langat, L., 2022. Relationship between Recruitment Information
System and Management of Human Capital: A case of James Finlay Limited,
Kenya. East African Journal of Business and Economics, 5(1), pp.11-19.
Nye, C.D., 2022. Assessing Interests in the Twenty-First-Century Workforce: Building on a
Century of Interest Measurement. Annual Review of Organizational Psychology and
Organizational Behavior, 9.
Popescu, C.R.G. and Kyriakopoulos, G.L., 2022. Strategic Human Resource Management in the
21st-Century Organizational Landscape: Human and Intellectual Capital as Drivers for
Performance Management. COVID-19 Pandemic Impact on New Economy Development
and Societal Change, pp.296-323.
Smith, A.L., 2022. Finding a match: the revolution in recruitment and its application to selecting
intelligence analysts. Intelligence and National Security, pp.1-22.
Williams, E. and Sondhi, A., 2022. A Narrative Review of the Literature on the Recruitment of
Younger Police Officers in Age and in Service: What Are the Implications for the Police
in England and Wales?. Policing: A Journal of Policy and Practice.
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