UKCBC BA30590E: Effective Recruitment and Selection in 21st Century

This presentation analyzes effective recruitment and selection practices in the 21st century. It explores various recruitment models, including "On Demand," contingency hiring, retained search, and exclusive requirements, providing examples from companies like Sainsbury, Tesco, Asda, and Unilever. The presentation also covers the importance of a structured selection process, emphasizing efficiency and the significance of candidate information and experience. The report highlights how companies are using these methods to acquire and retain talent in today's competitive market. The presentation also includes the development of a job description, person specification, and job advertisement for a fictitious company. The report concludes that recruitment and selection have evolved significantly, with companies adapting new models and theories to find the right candidates and optimize resources.

EXAMINE EFFECTIVE
RECRUITMENT AND
SELECTION PRACTISE IN
THE 21 AT CENTURY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Recruitment and selection practises............................................................................................3
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The recruitment process involves finding the people with the skills which are required in
the organization and the selection includes the different process which will help an organization
to choose right candidate. This report will evaluate the effective recruitment and selection
process that is used in 21st century.
MAIN BODY
Recruitment and selection practises
The recruitment is very vital process in very sector whether the firm is small or big the
employees are required by every organization (Craike and et. al., 2018). The recruitment process
become more difficult when the theories are not being used, in the 21 century different
companies are making use of the theories of recruitment. On the demand is approach which is
being more popular currently, as the recruitment team uses to working according the particular
time or for the specific project. As in this recruitment staff is hired for expanding the talent
acquiring function. This is being more flexible as the external people are rented, and they are
recruiting the employees for the firm.
Many companies are making use of this approach, Sainsbury one of the most the largest
company in Britain is making use of On the demand recruiting process. To retain and recruit the
talented employees in the organization they are hiring the people who can perform their task to
recruit the talented people for a period so that the fresh talent can be introduced in company. The
Sainsbury is basically had large number of employees and currently they are hiring the people so
with more efficient people for hiring company can gain more profit.
On of the other approach that is being used to recruit the employees is contingency
hiring this model is one of the most highly used to recruit the employees. In this recruitment
there are specific terms and conditions with the companies and uses to offer the employees as per
the requirements (Kim, Raza and Seidman, 2019). The companies have to pay certain amount to
the recruiter who is allotting the right people to the organization. This approach also saves the
database of the candidates for the clients. This theory is focussed on the network of professional
as well as the extended information to recruit right person.
The contingency theory of recruitment is being used by Tesco as when the company need
to expand in the market than they need employee who are more capable (Kim and Ployhart,

2018). Tesco have retained the employees with the help of this theory of recruiting the right
candidates within the organization. The company recruitment team help the recruiter who are
recruiting the people on the behalf of Tesco. The company is having all the information of the
people who have been applied for the position which will help Tesco in near future.
Retained search is approach of recruiting people in which the recruiter are working with
the companies with a written agreement to search the candidates for them. The company have to
pay fee to the recruiter to find right candidate, the recruiter is working for the company till the
right person is founded by them for the company (Pandita and Ray, 2018). For this they also
work with employers to get the actual need of the position. The recruiter examines the candidates
by interview and choose mot applicable person of the job.
Asda is a multinational retailer having huge number of employees who are working to
achieve the common goal of the company. Asda is making use of retained searching to recruit
the right candidates for the position within the company (Pries and McCarty, 2019). They have
document regarding the contract which is being done with the recruiter to recruit the needed
candidates of the company. They also provide the seeker who have all the qualifications and the
skills which are required for the position within the company.
The another recruitment model that is being used in current situation is of exclusive
requirement basically this is also a type of recruitment which involve agreement. This is done to
fulfil the requirement of companies they uses to appoint the recruiter to recruit the right person in
given time period. The recruiter in this have particular time to search the candidates for the
company and when they are not able to find then company can shift to some other recruiter
easily. The agreement that is between the recruiter and the organization have all the terms and
conditions. This is more effective than the contingency model to recruit the people as in this the
recruiter are also had the competition.
The exclusive requirement is being used by the Unilever for recruiting the required
individual for the company. They are using the recruiter to find the right candidate for the
position and pay the respective amount to them for the same (Ruberg and et. al., 2019). The
agreement is being prepared with the recruiter and Unilever so that company can appoint the
individual at right place.

The selection practise is being very vital in current trends, as the organizations are
making uses to different stages to select the right candidate for their company. To satisfy the
candidate and other related parties the selection process includes efficiency as the main element
to select the right person. The selection process must structured in the way that it is comfortable
for the company and the candidates (Van Esch, Black and Ferolie, 2019). When the efficiency of
selection process influence the time to hire the people. The information of the candidates must to
the another element that is being important for the selection process. The right information is
required of the candidate because if the data is not favourable then the company will recruit the
wrong person. The experience of individual candidate is also required as every person have his
individual experience and company should focus on the things which are not liked by the people.
Different companies are using an effective selection process as when they recruit an
individual that person has to follow all the selection process. When the Marks and Spencer is
announcing the job opportunities then candidates have to apply for that so that company can
check the applications (Waheed, and et. al., 2019). Further the company perform the activity to
screening the candidates and take the interviews. The individual who is most appropriate for the
role has be selected and then company make an offer to that person.
The recruitment and the selection in the 21 st century is based on the three aspects and
optimization of each individual pillar. In this they find the most suitable and skilled person that
can optimize the resource of the company. This process needed a series that must include the
description of the position and the requirement in the candidate. The task of selection must have
a clear cut question that are needed to answered in effective way. The candidates who have
applied must to tested in different situation.
CONCLUSION
This report concludes that the recruitment and selection in the 21st century have been
changed totally as there are different model and theories which are being used by the companies
to get the right candidates. M&S is also recruiting the people with an recruitment and selection
process which helps to select the right candidate for the company.

REFERENCES
Books and Journals
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consequences of firm-level selection practice usage. Academy of Management
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Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
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Waheed, A. and et. al., 2019. How new HRM practices, organizational innovation, and
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