Effective Recruitment and Selection Practices in 21st Century

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Recruitment and Selection

Every organization strives to have a strong team because an effective workforce equals positive outcomes. Some of the aspects that HR managers look for in new employees are creativity, motivation, and the ability to apply practical knowledge. Recruitment and selection is the domain that deals with building solid teams. Recruitment is the first step as it involves the work of the HR managers towards attracting talents and measuring the compatibility and values of the individuals compared to the corporate culture, goals, and general overviews. On the other hand, the selection is the action of hiring the individuals who are most likely to succeed within the organizational environment. Since every business’ success depends on how active and innovative the employees are, recruitment and selection are key concepts to be addressed in the 21st-century corporate environment.

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Effective Practices

An excellent HR manager follows specific steps when it comes to effective recruitment and selection practices to ensure the most favorable outcomes possible. According to researchers, recruitment involves assessing the job position itself, creating an environment that would draw people towards this particular occupation, and drawing as many eligible candidates towards the selection step (Hamza et al., 2021). Effective practices involve examining the job itself and the traits required to be efficient in this particular position. For example, an HR manager looking to hire a new architect for a construction business will look for a creative individual with experience and a portfolio of past works. The next step is drawing as many individuals that fit the criteria for the position. In the case of the architect, the HR department will post multiple ads on recruitment websites with a description of the company and the job itself.

The next step is selection, and following the previous example, the HR manager will have to select the best architects who applied for the position. This involves interviewing the candidates and examining their strong and weak points, assessing their previous experiences, and finding out about their expectations in terms of salaries, schedules, etc. Effective selection is based on evaluating the candidate’s learning and cognitive abilities, giving tests in regards to knowledge connected to the job position, and measuring individual integrity.

The Importance of Recruitment and Selection Practices in 21st Century

Recruitment and selection have always been essential practices, but their significance is even higher in the 21st century. Researchers refer to them as interconnected with business growth (Abbasi et al., 2020). Due to the technological advancements that have become more effective and accessible during the last decades, recruitment is much more proficient. The 21st century is described as having an open environment where both individuals and organizations have the freedom to post vacancies, requirements, and other helpful information online.

However, while the market is constantly growing, HR departments have to be more diligent and effective in selecting new team members. Due to the growing number of online ads and individuals publicly looking for work, it may be hard to have the right approach to selecting those who fit the organizational criteria for employees. This is why it is crucial to have a system and specific steps that minimize deviations and maximize the chance for success when it comes to hiring excellent specialists. Having multiple options is not necessarily the same as having many good choices. HR managers have to be diligent when selecting new employees and follow a step-by-step protocol to diminish the risks of employing the wrong candidate.

Examples of Recruitment and Selection Practices

Automation is one tool that can be used to maximize the recruitment and selection practice. For example, an organization is looking for a new IT department supervisor. The HR manager can use a tracking system that can scan all the listings of applications, select the ones that mention previous IT experience, choose the applicants with education related to this domain and pick specific qualifications that correlate with the job position itself. It is not only efficient in terms of time-saving but also minimizes the risks of human error when the same work is done by the HR manager.

Referral programs are also practical and proficient when it comes to having a more sustainable recruitment and selection practice. Following the same example, team members from the IT department are well aware of how the organization operates. Moreover, they may know other individuals who have experience in the same domain from universities, previous jobs, leisure activities, etc. Such employees will be promised bonuses if they contribute to the company by referring it to their peers. This is effective in terms of selection and proficiency since team members will be motivated to bring capable employees and be rewarded for it.

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As mentioned before, recruitment involves finding as many potentially qualified candidates as possible. It is essential to create a distinct brand for the employer to motivate future team members. There are several aspects of attracting applicants through developing a brand. The business should focus on advertisement and the positive display of the organization. Social media pages, ads on hiring platforms, a website, and other tools can be helpful when it comes to creating a positive impression for future employees. An IT specialist will be impressed with a company that recognizes the importance of modern advertising that displays the business’s technological potential.

Improving Recruitment and Selection Practices

Businesses interested in improving their recruitment and selection practices should focus on data rather than personal opinions. HR departments can analyze how many individuals have applied for the job, how the candidates found their company, and what job positions tend to be more successful in terms of the number of applications. For example, suppose most applicants find the job position via social media. In that case, HR managers have to report that other platforms are not as widely used, and certain things have to be changed in regards to their strategies. This will maximize the number of individuals to pass the recruitment phase and create a broader choice for top managers during the selection process.

While professional skills are critical, selecting the right employee also relies on certain personality traits. Tests and questioners can address the person’s motives, integrity, honesty, and reliability. The selection process will benefit if the HR department administers such behavioral assessments to ensure the future employee is ready for stress factors, has the right motivation, and possesses the same views as the corporation itself. Following the example, an IT specialist who is not stress-resistant or is prone to having conflicts within the work environment will not be an outstanding contribution to the team.


The recruitment and selection process is an integral part of any organization that strives to have a strong team and positive outcomes. First, it is essential to draw as many applicants as possible and create a system that allows for a broad choice. Then, the selection phase deals with rejecting specific individuals, favoring specialists who are most likely to be efficient within the organizational environment. Some of the methods that HR managers use to have a more proficient strategy are automation, systematization, advertising, creating a solid brand, and assessing individuals in terms of their personal traits. Such implementations define effective measures for recruiting and selecting employees in the 21st century.


Recruitment and selection is the process of drawing applicants towards a job position and choosing the one/ones who will presumably be most effective in terms of organizational outcomes. The 21st century is significantly more complex in regards to different strategies and methods of recruiting and selecting new team members. HR managers can post ads on platforms and social media websites and scroll through the millions of CVs publicly available. However, having such a broad choice can be challenging because of the wide selection of applicants who can be potential employees.

Several effective practices can help minimize risks, time spent on the process, and inefficiency in case a position remains empty. Some of the main principles that correlate with efficient recruitment are posting ads on different sites, having a tracking system of all the applicants, building a solid brand for the company, having referral programs in place, etc. In terms of selection, managers have to look for the individuals’ values that align with the corporate culture and goals. This would ensure that the new employee will be an excellent addition to the existing team.

Every business is more potent if the workforce is motivated and proficient. This is why having beneficial recruitment and selection strategies is vital for building a good team. Such implementations will have positive outcomes in terms of corporate environment, culture, and innovations. HR managers can apply the strategies mentioned earlier to ensure the unproblematic and successful hiring of new specialists who will be able to operate according to the company’s standards and values.

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Reference List

Abbasi, S. G., Tahir, M. S., Abbas, M. and Shabbir, M. S. (2020) ‘Examining the relationship between recruitment & selection practices and business growth: An exploratory study,’ Journal of Public Affairs. doi: 10.1002/pa.2438.

Hamza, P. A., Othman, B. J., Gardi, B., Sorguli, S., Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ismael, N. B., Ali, B. J. and Anwar, G. (2021) ‘Recruitment and selection: The relationship between recruitment and selection with organizational performance,’ International Journal of Engineering, Business and Management, 5(3), pp. 1–13. doi: 10.22161/ijebm.5.3.1.

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