Recruitment and selection in the past In the past recruitment was not as easy as it is nowadays

Recruitment and selection in the past
In the past recruitment was not as easy as it is nowadays. There was no such thing of having your cv delivered to the organisation in such a short period of time. Back then it had to be printed, put in an envelope, stamped and brought to the post office to send off hoping it would arrive at the organisation the next day.
(NCVM, 2016)

The relationship between employees and employers all started back in the 1800’s when an English factory changed the way employees and management communicated and also the welfare of employees. This was done through cleanliness and particularly working conditions. Following this the civil war began which caused many arguments about labour. Personnel managers were then hired to help prevent disputes. These personnel managers did the jobs of human resource manager’s today. (Deadricka and Stoneb, 2014)
Recruitment and selection started out in the 1940’s. It came about because of WWII, when soldiers were called to war it created major openings in the working world. Where demand for labour workers was critical. After the war there was an immense requirement for human resource management. (Deadricka and Stoneb, 2014)

Agencies were created, to help find returning soldiers work who came back with new skills and people who weren’t called to war work. In this past world of recruitment there was no such thing as mobile phones, internet or even computers. (Opus Recruitment Solutions, 2018)
In the 1950’s, it was said that people did not want to work because of the development of human resource. People then had to be made aware of how important human resource management was and how it contributed to the organisations. (Deadricka and Stoneb, 2014)
People began to make their personal profiles including their skills. While the economy developed, businesses started to outsource their hiring needs. Since there was no internet or support for the recruiters they used bulletin boards and paid adverts in newspapers. Recruitment was only done through word of mouth, face to face with people who brought their cvs. Cv’s were the kept in storage filing cabinets, making the process difficult when needing to retrieve a particular Cv. (Opus Recruitment Solutions, 2018)
Fast forward to the 1980’s, Ulrich studied human resource competencies which are still used in the recruitment and selection process today. Many organisations made out competency frameworks which have the specific quality, skills and experience that each organisation requires from potential candidates. These specific outlined frameworks allow organisations to pick the right employees. (Cohen, 2015)

There were major skill shortages and the prediction was that there would be a decline in young people which would mean that the recruitment was moving to be more important to organisations. (Assignment Point, 2017)

Near the end of the 1890’s, recruitment and selection within human recourse management was the main thing the organisation needed to focus on facing into the 90’s. The prediction was that there would be trouble trying to recruit and retain staff because now people had skills that they were trained up in and could choose their jobs around these specific skills. (Collins and ;, 2018)
Applicant tracking system (ATS) was introduced as the same time as the computer. The ATS stored cvs making it easier to access and find cvs for recruiters.
(Opus Recruitment Solutions, 2018)

With the ATS it made the whole selection phase easier as it screened every applicant and choose the top scoring people and in the other hand it screens out the candidates who did not reach a high score in the competencies. (Collins and ;, 2018)
At the beginning of the 1990s for a little while some organisations had major shortages of staff and particularly skilled staff. Many of these organisations that were stuck for staff began to widen their recruitment requirements because they were so stuck for employees. These adjustments were seen as very tactical because some organisations hired candidates and trained them and gave them the skills that they needed within their organisation.
(Assignment Point, 2017) (Acikgoz, 2018)

In the 1990’s as predicted in the 80’s, recruitment and selection were applied in organisations so that they could recruit and try retaining particular staff that they needed. During this time there was major focus put towards communication between the high management and employees – two way communications. (Collins and ;, 2018) (Acikgoz, 2018)
In the 90’s when the World Wide Web was established jobs were then advertised giving it a global means of advertising rather than just in local newspapers. It also meant that everyone could access the jobs advertisements and apply online. (Opus Recruitment Solutions, 2018)

Recruitment and selection in the present
Employee recruitment is a critical function for any organisation to survive in today’s business world. Currently in Ireland it is vital for organisations to have a policy. This policy outlines all the necessary information around recruitment and selection in an organisation. (Failteireland.ie, 2018)
Even though newspaper advertising is still used, the fast growth of technology means that recruiters now have online databases where they can store applicants and find them when there is a job opening, making the whole process more efficient and less time wasted.
(Opus Recruitment Solutions, 2018)
Since 2010, there has been an influx in people using and relying on social networking sites to recruit staff and to have links for the public to apply for jobs. (Options, 2018)
It is now easier for recruiters because they now have online forums to access professional profiles. LinkedIn has become popular because it allows recruiters and job seekers specify what they are looking for or need making the whole process easier. (Options, 2018)
This whole online world has made people more conscious and aware of their online personality. The likes of twitter and facebook now let recruiters advertise through payment. Through internet and social networking it has been positive as it has improved the process search for job seekers. (Options, 2018)
The main ways in which technology has impacted recruitment and selection:
It helps to organise for an organisation- The Application tracking system (ATS) which was introduced in the past has now been developed better. It still sorts candidates in an order set by the organisation and it manages the applications sent by candidates. This system is very important in many organisations today as it is so efficient especially with time and money. (Onrec.com, 2018)
Online test-Since technology was introduced its made testing candidates easier. With application forms some organisations have aptitude tests and personality tests which can now be done when candidates are filling out the application form online. This saves the organisation time and money as its screens out people who do not pass the online tests. (Onrec.com, 2018)
Technology planning- The plans and process that an organisation has is usually dependent on technology. If there is a built in process in the organisations technology it means everything takes less time, everything through this technology is fair towards the candidates and of course saves time and money. (Onrec.com, 2018)
Video interviewing -Video interviewing sometimes is an effective way for an organisation to interview candidates. It leaves out the arranging of meeting the candidates at particular times and place for the organisation. Video interviewing is far more effective than telephone interviews. Candidates are given the same process of face to face interviewers just lacking the physical aspect. (Onrec.com, 2018)
The history of recruiting technology:

Stages in which organisations follow when recruiting and selecting currently:

Job vacancy- when a job becomes vacant an organisation should see if they could find internal employees to fill the position or will they have to seek a new employee. This shows internal staff that there are opportunities of being promoted. This process also saves a company financially because they do not have to run the recruiting campaign externally and also the current employee does not need to be trained and they are familiar with the running of the organisation. (Failteireland.ie, 2018)

Job analysis- In this stage you have to think through what you actually need the person to do. You also need to consider do you need somebody with specific Education Qualifications or Training, would Work experience be necessary, do they need to have a particular Personality for the position, can the individual work well as part of a team and does the job need certain amount of communication skills. (Failteireland.ie, 2018)

Attracting candidates- In this process you need to attract people with quality such as people with different backgrounds of education, training and experience. More importantly people who tick competencies you have outlined.
When advertising for candidates it is vital that the advertisement content is positive towards your organisation and its environment, that the language and information used will attract the right people and that the advertisement is set out to reach the correct audience. The advertisement must have the correct information that candidates would be looking for. (Failteireland.ie, 2018)

Screening applicants- screening takes place to narrow down candidates who have applied. This is done so that each of the candidates who are likely to compete is given more time like a formal interview. (Failteireland.ie, 2018)

Interviewing candidate- For interviews it is essential that the candidate being interviews and the interviewer(s) are prepared for the interview.
The interviewer(s) should have a particular structure for the in interview which is then used in each of the choose candidates interviews. This structure helps keeping the process consistent especially when evaluating each candidate at the end. (Failteireland.ie, 2018)

Selecting and appointing candidates- With whatever selection method used that suits your organisation, at the end there must be a decision made. This decision is who the interviewer(s) feel is the most fitting candidate, usually made after all of the interviews have finished.
Every organisation uses different methods of appointing the chosen candidate. The normal method usually involves; candidate selection, verbal offer of job, a letter offering the job and contract signing. This process is critical as it is the first interaction with the new employee when welcoming them to your organisation. (Failteireland.ie, 2018)

Induction and training- When an employee first joins your organisation welcoming them into the organisation and helping them with information they may need assisting in settling them in. The first thing an organisation should do is give the new employee thorough presentation of the company and their job role. The new employee should receive suitable training if needed. During the induction the employee should be aware of the basis of training in the organisation such as on site and off site training. (Failteireland.ie, 2018)

Employee evaluation – observing employee performance is usually always done. Organisations have different policies outlining how they monitor existing and new employees. Usually new employees are observed on end of first day o week, end of first month and end of probation period. At the end of probation period the organisation usually gives the employee their first appraisal where the employee’s strengths and what they brought to the organisation is outlined. From here a new contract is offered confirming permanency.
The whole evaluation process outlines whether the companies recruitment and selection process is efficient. (Failteireland.ie, 2018)
2018 Recruitment trends:
Artificial Intelligence (AI) on the Rise
Artificial intelligence is on the rise, particularly in human resource. Artificial intelligence is the development of computer systems and data bases which are able to perform tasks that usually need humans. In 2018 this is very important as it removes bias and helps the organisations out by shortening the time for recruiting and selecting.
The Power of Big Data and Data Analytics
Organisations in 2018 should now have data analytic systems which can have data transformed. The Data is transformed into certain categories and competencies for the human resource department. This system usually identifies connections in data and helps the HR department to pick the correct candidate that they should hire. These systems also help to retain employees. By sorting through the data the systems have the answers to why employees are leaving.