Recruitment. In this assignment we shall discuss the role of recruitment and selection criteria in the new millennium and the suggested methods that could be adopted for this.

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As recruitment and selection plays a vital role in the successful operation of any organisation, and the fact cannot be denied that without a proper and systematic procedure for recruitment and selection a company can never achieve it’s goals.

In this assignment we shall discuss the role of recruitment and selection criteria in the new millennium and the suggested methods that could be adopted for this. In the new millennium as every thing is set to change or will change the process of recruitment and selection will have to through a rigorous and drastic change to meet the competencies and the upcoming new challenges on the part of human resource management as well. The whole of the human resource management heavily relies

upon the recruitment and selection process as they are the main pillars of  human resource management and  in the coming times it is set to face the technological advancements and the hard core competition  the global market via internet and other modes of communication.

Recruitment is the process of generating a group of capable and qualified people to apply for a particular position in an organisation. Selection is, on the other hand the process by which we choose from a group of people who are most likely to fulfil the job requirement successfully.

There are many ways through which the process of recruitment and selection can be made. Some of the main important processes and other aspects that are likely to play an important role in the new millennium for an organisation are discussed and mentioned in this assignment.


Recruitment is the process of generating a pool of capable employees to apply for employment to an organisation. Recruitment activities lay the groundwork for the

selection process by providing a group of applicants from whom the selectors have to choose. Recruitment can also be defined as: -

  1. All activities aimed towards locating potential employees,
  2. The attraction of applicants from suitable applicants.

The activities or different stages of recruitment are: -


  1. Identifying vacancies,
  2. Prepare a job description and person specification,
  3. Advertise,
  4. Managing the response,

In the new millennium or in the coming years, the role of recruitment might vary from the one that is now prevailing. Some of them may be: -

  1. Review existing job specification or prepare a new one;
  2. Prepare background information about the workplace and notes for the applicant.
  3. Speak to all those involved with the post to establish tasks required;
  4. Describe accurately the requirements and duties of the job;
  5. Avoid wording which implies that members of one sex are more likely to be able to do the job;
  6. Avoid wording such as "fit and able-bodied" - concentrate on the tasks required to fulfil the post.
  7. Produce a specification of the essential qualification or features of the person required to carry out the job satisfactorily,
  8. Post should be advertised in appropriate areas e.g. correct publications and journals;
  9. Draft advertisement to reflect job description;
  10. Inform job-centres, private employment agencies and management consultants that you are keen to interview persons interested to work.
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The recruiting process will be more structured than it is now.  Employers will be generally more able to be selective.  There are many issues, which will influence the process. Large numbers of potential employees, employment legislation, new technology, employer liability, and organizational ‘downsizing’ are a few of these influences. Stopping with one employer for life is no longer an option for most people, and fixed term contracts are becoming the norm. The average worker will have many jobs and will change careers several times during their working life.  Job search is no longer a ...

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