Effective Recruitment Practices: A 21st Century Perspective

This essay explores effective recruitment practices in the 21st century, examining how companies can attract and hire skilled workers. It highlights the shift from traditional methods to modern strategies, emphasizing the importance of social media, web advertising, and virtual reality in reaching potential candidates. The essay details various methods, including social media platforms like Instagram and LinkedIn for promoting brand image and job openings; web advertising for cost-effective job postings; virtual reality for providing immersive company tours; video interviewing for efficient candidate screening; review sites like Glassdoor for gathering candidate insights; texting for quick communication; and employee referrals for sourcing engaged employees. The conclusion emphasizes the need for companies to adopt these innovative approaches to efficiently recruit talented individuals and reach a wider pool of job seekers. The essay references various books, journals, and online resources to support its arguments.

EFFECTIVE RECRUITMENT PRACTICE
IN 21ST CENTURY

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Effective Recruitment Practice in 21st century...........................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment refers to the process of attracting and employing the talented and skilled
workforce for filling vacant job positions in the organization. Company can recruit the
employees either from inside or either outside the firm (Erasmus, B. and Morey, 2019). The
process of hiring the workers involves different stages such as determining the requirement of
employees, influencing the employees to apply for the job etc. Recruitment practise refers to
performing the activity of recruiting workers by the management of the organization. The Essay
will outline different effective practices of 21st century for recruiting employees in the firm.
MAIN BODY
Effective Recruitment Practice in 21st century.
Recruitment -
It refers to the detail process of influencing, attracting and hiring talented workforce for
filling the vacant job positions in the organization. Recruitment Specialist or Human Resource
Manager of the company are responsible for carrying out the process of hiring the staff (Fred,
M.O. and Kinange, 2018).
The practices of Recruitment of the employees in 21st century has been changed as
compared to the Traditional practices of recruiting the employees. The emergence of internet has
forced the integration between Marketing Department and Human Resource Department to
develop a unique message for influencing the potential recruits to apply for different job
positions in the organization. Recruitment practices of 21st century will help the Management of
the firm to recruit the employees through different methods (Gupta, 2018). This will help the
recruiters to become more and more proactive. Nowadays, every company has the potential to
work at National and International level therefore, they should adopt different practices for
recruiting human resource. These are as follows -
Social Media -
One of the most popular method of recruiting the workforce is Social Media.
Organization should promote the brand image of the firm, as well as culture of the company with
the help of videos, pictures, workers testimonials etc. Social Media Platform like Instagram will
help the firm to post advertisement in respect of vacant job position and helps to attract large
number of candidates to apply for the job. This will help to provide positive view of the company

to the people that are seeking jobs and helps to recruit talented workers. There are various
forums on social media that will help the employer to reach top talents. This will promote the job
openings of the vacant job roles in the organization. More than 86% of the young population of
country uses social media platforms like Instagram, Facebook, LinkedIn etc (Koch, Gerber, C.
and de Klerk,2018). Therefore, recruiters should start using social media for recruiting
candidates. Companies should remain active on social media platforms such as Twitter for
meeting talented candidates by discussing topics etc. Most of the firms in UK are using sites
such as LinkedIn.
Social Media helps the firms to promote their brand image, and also helps to explain the
employees regarding the type of culture organization is having. This will also support the
recruitment process by helping in screening the candidates etc. There are various companies that
are using Facebook for posting their products etc. LinkedIn is having more than 70 million
members across more than 200 countries that helps to connect companies with companies for
getting job (Jonasson, Lauring, J. and Guttormsen, 2018). Search engines like Citysearch and
social media platforms like Twitter will help the employer to recruit skilled workers.
Web Advertising -
The use of Internet advertising has been increasing with a fast pace on continuous basis.
It will overtake other mediums such as Television by year 2020. Companies can use different
websites for advertising vacant job positions of the organization at a low cost. Firms can use
google for searching various websites on which it can place advertisement for the job. Employer
can also provide information on own website of the company.
Virtual Reality -
Virtual Reality is one of the most innovative method of recruiting employees that can be
used by Human Resource Manager of the organization. Nowadays, various companies are using
Virtual Reality as a part of their recruitment strategy. This will help the firms to attract talented
workers by showing them that company is having modern place for performing tasks. Virtual
Reality helps the firms to provide a virtual and realistic tour of the organization to the candidates.
For example – Employer can use Virtual Reality headset for providing a view of organizational
culture to the employees (Gardner, 2018).
Video Interviewing -

Video Interviewing refers to the process of taking interview of the candidates through
videos. There are two forms of conducting interview through videos that are two-way
communication and session that is pre-recorded. (Abzug, R., 2017) Human Resource Manager of
the organization should use video interviewing method if candidates are living abroad. It will
help to save money as well as time. The technology helps the employer to collect data in respect
of eye movements, verbal response etc.
Review Sites -
Companies should include review sites for attracting candidates to apply for vacant jobs
in the company. Employer of the organization should use review sites such as Glassdoor, indeed,
vault etc. as a part of their strategy for recruiting the talented workforce for the firm (Pacquiao,
2018). In 21st century, most of the job seekers are using these review sites for getting information
regarding the jobs available in different organizations. Therefore, Human Resource Manager of
the firm should review these websites for determining the bottlenecks in recruitment strategy of
the company so that, it can resolve them.
Texting -
Another important recruitment strategy is texting. It is one of the most innovative strategy
for employing the workers. Approximately 98% of the text messages are being read by the
peoples. Employer should use texting for scheduling the process of conducting interview, check
in with the job seekers. Texting will also help the recruiter to get engage with the workers during
the process of recruitment (Chandrasekara, C.M.B.R.D. and Perera, 2016).
Employee Referrals -
It is also one of the most effective method of recruiting employees for different job roles
in the company. Employing the candidates through employee referral will help to employ
productive and more engaged workforce. This will help to retain employees for a long period.
Recruiter should develop a program for employee referral and the program should contain
various details such as incentives such as cash and non cash incentives like gifts etc. Employee
Referral Program must be short and simple, provide recognition to the employees of the firm that
has referred talented candidates (Russell, S. and Brannan, 2016).

CONCLUSION
The above Report has outlined the different types of recruitment practises that should be adopted
by the employer for recruiting skilled and talented workforce for filling the vacant job positions
in the organization. The Report has also explained the meaning of recruitment and recruitment
practices. Nowadays, the use of internet by the job seekers has been increasing as compared to
traditional methods of recruiting the candidates. Therefore, companies should use innovative
methods of recruitment such as Virtual Reality, Web Advertising, Social media platforms such
as Linked In etc. These recruitment practices will help the recruiter to employ talented
employees with less amount of investment of funds and it will also help to reach large number of
job seekers in different countries.

REFERENCES
Books and Journals -
Koch, T., Gerber, C. and de Klerk, J.J., 2018. The impact of social media on recruitment: Are
you LinkedIn?. SA Journal of Human Resource Management. 16(1). pp.1-1
Abzug, R., 2017. Recruitment and selection for nonprofit organizations. In The Nonprofit
Human Resource Management Handbook (pp. 87-100). Routledge.
Chandrasekara, C.M.B.R.D. and Perera, G.D.N., 2016. The Effect of Recruitment Practices on
Employee Retention in Selected Large Scale Apparel Firms in Kandy District, Sri Lanka.
Erasmus, B. and Morey, P.J., 2019. Connect-Active: An Innovative Recruitment Model for
Potential Volunteers in Nonprofit Organizations. In Nonprofit Organisations. IntechOpen.
Ferdman, B.M., 2018. Incorporating Diversity and Inclusion as Core Values in Organization
Development Practice. In Enacting Values-Based Change (pp. 157-167). Palgrave
Macmillan, Cham.
Fred, M.O. and Kinange, U.M., 2018. Effectiveness of E-Recruitment in Organization
Development. Management and Economic Journal. pp.294-301.
Gardner, A.K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery, 267(1). pp.e1-e2.
Gupta, H., 2018. Assessing organizations performance on the basis of GHRM practices using
BWM and Fuzzy TOPSIS. Journal of environmental management. 226. pp.201-216.
Jonasson, C., Lauring, J. and Guttormsen, D.S., 2018. Inclusive management in international
organizations: How does it affect local and expatriate academics?. Personnel
Review. 47(2). pp.458-473.
Pacquiao, D. and Purnell, L. eds., 2018. Global applications of culturally competent health care:
guidelines for practice. Springer International Publishing.
Russell, S. and Brannan, M.J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal. 34(2). pp.114-124.
Online -
Best Recruitment Practices. 2018. [Online] Available Through :
(https://www.digitalhrtech.com/recruitment-methods/)