Recruitment and Selection in Modern World

Recruitment and selection are functions of human resources. It has taken a huge step from the old days as we cannot ignore the word “Internet” when it comes to the modern era. With the pandemic struck globally, almost every industry started working remotely. This was challenging for many companies and for HR when it comes to reaching to recruit correct candidates into the organization.

Thanks to the internet, the job of HR got easy and could reach out to a huge crowd in order to attract the correct person to the job. Recruitment of the modern workforce requires strategic planning. Making the proper selection is vital not only for long-term time and money savings but also for the organization’s growth.

 

 

                                          Figure 1. Virtual Hiring (sloanreview.mit.edu)

What is recruiting and selection?

Recruitment and selection refer as a procedure of creating a group of qualified applicants for the vacancies in the company (Stoilkovska, Ilieva, and Gjakovski, 2015, p.284). Many people consider recruitment as a normal administrative function which involves the coordination of the job, managing the data of applicants and potential candidates. More than that recruitment and selection require strategic planning as it needs to attract suitable applicants in order to execute future business plans. Also, recruiting and selecting are very costly and they must be done quick as possible which will impact the organization's revenue. Recruiting less skilled employees will make the job less effective (Gamage, 2014; Pahos & Earth, 2019). Accordingly, recruiting candidates’ unfit candidates will reverse the organization's performance and would impact the workplace.

An organization can post job vacancies through internet, Company website and social media such as LinkedIn, Instagram, Facebook and many more. Building a strong company brand is also another aspect of attracting potential candidates in to the organization. As per (Ambler and Barrow, 1996, p.17) “The package of functional, economical and psychological benefits provided by employment and identified in with the employing organization” can be referred as Employer brand.

 Ways of recruiting and selection

·     Internet and Social media network

As per Slavić, Bjekić and Berber (2017, p.38) Internet allows the selection of applicants, particularly received from geographically distant applicants. Video call and online tests are can be identified as inception of the selection process, which saves time and cost of the organization. Now majority of organizations entertain applications submitted online. Online examination is being used frequently in the process of selection. This helps the companies to attract the suitable candidates from a vast area. In the old days it’s more like local advertisements through newspapers or walk-in interviews which are limited to a certain geographical limit. After the introduction of internet and social media recruitment and selection has become easy and it has helped the organizations to attract suitable candidates. Social media network attracts the people who are not constantly looking for jobs. While using the social media might grab the attention of passive candidates.

       ·         Gamification

As per Nikolaou (2021) personality test or a situational judgment test has been transformed in to a gamifying version. Applicants are introduced in to a gaming environment or a virtual word question that the applicants must answer. Gamification and Game based assessment (GBA) have recently attracted a lot of attention especially among practitioners, since they seem to offer several advantages compared to traditional selection methods. For example, they seem to appeal to younger candidates, not necessarily with past gaming experience.

 ·         Artificial Intelligence

Research by Karen (2019, p.22) reflects that Artificial Intelligence (AI) is a growing technology which is receiving lot of importance in recent past. AI could help the interviewers at the time of initial interviews. Main plus point is that AI-interviewer will not apply its emotions when interviewing due to their personal, mental, or physical traits not like the humans.

References

Figure 1 https://sloanreview.mit.edu/article/four-steps-to-successful-virtual-hiring/

Aleksandra Stoilkovska, Jana Ilieva and Stefan Gjakovski (2015) ‘Equal employment opportunities in the recruitment and selection process of human resources’, UTMS Journal of Economics, 6 (2), pp. 281–292

As per (Ambler and Barrow, 1996, p.17) “The package of functional, economical and psychological benefits provided by employment and identified in with the employing organization” can be referred as Employer brand.

Ambler, T., and Barrow, S. (1996). The Employer Brand. Journal of Brand Management, 4(3), 185-206. https://dx.doi.org/10.1057/bm.1996.42

Agneš Slavić, Radmila Bjekić and Nemanja Berber, ‘Strategic management: the role of the internet and social networks in recruitment and selection process’, Vol. 22 (2017), No. 3, pp. 036-043

Ioannis, N. (2021) ‘What is the Role of Technology in Recruitment and Selection’, The Spanish Journal of Psychology, 24, pp. 1-6 doi:10.1017/SJP.2021.6. Available at: https://www.cambridge.org/core/journals/spanish-journal-of-psychology/article/what-is-the-role-of-technology-in-recruitment-and-selection/451DF5C763B110A845EEAD50F5BAF851 (Accessed: 28 March 2023).

Karan H. B (2019) ‘An exploration of how Artificial Intelligence is impacting Recruitment and Selection process’. MBA thesis. Dublin Business School, Dublin [Online]. Available at: https://esource.dbs.ie/bitstream/handle/10788/3956/mba_bhalgat.pdf?sequence=1&isAllowed=y (Accessed: 28 March 2023).