The world is changing and globalization has a big role to play in the same. Does this changing world has also changed the way individuals are recruited and selected. Discuss, compare and contrast any two modern and two traditional recruitment and selectio


The world is changing and globalization has a big role to play in the same. Does this changing world has also changed the way individuals are recruited and selected. Discuss, compare and contrast any two modern and two traditional recruitment and selection methods.


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The impact of globalization on recruiting processes has been massive. Biggest impact is the new realities in hiring which has come into existence because of the global coverage of talent acquisition.
Processes like Outsourcing, Remote working have caused a huge employment shift. Organizations are now hiring human resources from different countries which is leading to cultural shift and coexistence.

Hiring processes are revolutionizing and new ways to do things are being innovated. The changes in the recruitment and selections are as follows:

1. Human capital front and center –

  1. Human capitalization has become a strategic element in seizing competitive advantage.

  2. Organizations just need best people who are highly skilled.

c. Talents which possess the domain knowledge, skill , right attitude and right fit for the organization – that’s the key to sustain growth and achieve profitability.

  1. Therefore, sourcing talent has become challenging now as everyone is seeking skilled resources. They need to source them faster, complete the assessments before competitors and bring them on board.

  2. Fast is beating the slow in this fast globalized world.

  1. Redefining the job qualifications

    1. Today cultural diversity is a commonality. It is embraced to bring competitiveness and profitability.

    2. Businesses are perpetually in search of best people to form a pool of brightest resources.

    3. For example: This means hiring Sales manager from Singapore, Programmers from India, CEO from Germany, etc.

    4. Organizations are flexible now as expansion efforts demands that.

    5. Maximizing the diversity is the norm now.

  2. Rethinking of the hiring process

    1. Video interviewing is the way most of the interviews are taking place which is time saving.

    2. Remote work is another way many top notch resources are brought on board.

    3. With streamlined new hiring processes, the resource pool is reduced and talent list is refined.

  3. More training and development focused

a. Thanks to globalization, top class raw talent is available for significantly lesser cost. All organization needs to do is train them according to the requirement of project which will make them a good asset.

  1. Selections –

    1. Selections are done online through several Video interviews, Online Skill Assessments Tests which automates the processes.

    2. Offer letters are sent and accepted through emails.

    3. Softwares like Oracle Taleo manages thousands of records of job


  2. Thanks to globalization people are now valuing organization behavior and

    culture and therefore HR team tirelessly engages with their employees and form a healthy culture to prosper.

Recruitment is the process of locating and attracting talented applicants for the job vacancies in the organization.

Organizations need strong recruitment policy in order to attract the right pool of candidates for a job vacancy.

Company is nothing without its employees and do bring employees onboard, organizations do Recruitment. Finding the talent is challenging thanks to short supply of skilled resources and abundance of unskilled people which makes the filtration process very time consuming.

This is why new methods of recruitment are being innovated. We have two methods of recruitments which are: Traditional and Modern.

Discussing and Contrasting the traditional recruitment methods:

  • Since Newspapers have significant reach in both urban as well as rural areas, companies put print ads in newspapers which have good circulation in order to attract good amount of talent is located in wide geography. The jobs can be posted on both national as well as district newspaper. This is effective means because generally there are maximum dozen job openings yet there are millions of job aspirants looking for job opportunities which helps the organization fill the resource pool or database.

  • Putting up vacancies at the gates of the factory.( which is also called gate hiring) – This is classic and suited for low grade jobs like watchman, workers in mechanical / automotive industry. This is currently used as well in workshops and industrial areas.

  • Sourcing candidates from the database of government employment exchanges set up in different states. Employment exchanges actively maintain databases with different parameters like educational qualification of the candidates, interest, age, experience, details are submitted by people who are actively seeking jobs.

  • Campus hiring is most widely done as companies get a pool of candidates who are freshers and they can be molded as per the requirement of the company. Companies visit different colleges to fill their junior level positions.

    Modern recruitment methods

  • Posting vacancies on job portals like,, which are very famous portals and have millions of records of job seekers and thousands of companies who are looking to hire new employees.

    o People can filter the jobs on basis of § Location

    § Experience

    § Skill Set

  • Social media is another great way to brand the company and engage with

    prospective hires. Portals like LinkedIn, Facebook are widely used to recruit resources. They both have Jobs specific groups which helps Job seekers connect with recruiters and share their profile.

    o Lets recruiter connect with prospective hire and ask question on real time.

Traditional recruitment methods

Modern recruitment methods

  • Reach is low and is time consuming as newspapers and magazines are classical and not everyone purchases them.

  • Method is slow and there is no option to filter the job according

  • Reach is high and the moment the job is posted, job aspirants can see it unlike in Traditional method where either it will be daily or weekly.

  • This method is quick and lets you

to the requirement.

  • Geographically constraint as

    maximum the newspaper would

    be national.

  • The method is temporary and

    there is no way of engagement with recruiter.


filter the jobs you want instantly.

  • Once the job is posted on internet, it is available to be seen by global

    audience so there is no

    geographical limitation.

  • Applicants can follow the

    Company’s page on social media channels and get all updates from the company directly.


Traditional selection methods:

  • A large amount of applications are received whenever the job is posted on newspapers or through any traditional method. Those candidates are shortlisted and then they are interviewed. Candidates which could clear the interview rounds are selected which further are subjected to group discussions to observe their communication skills. Depending on the seniority of job role, there can be multiple interviews and then the management round where the senior managers can also interview. Whole process of selection can take weeks and the applicant is mostly called to office again and again.

  • Group discussions and preliminary interviews were main tools at the disposal. There were no online testing mechanisms in place and since key people are involved in interviewing processes, there is huge opportunity cost associated. Also, there is limitation to number of people they can interview.

    Modern selection methods:

  • With advent of new technology such as fast internet, companies are able to take interviews through Skype and video conferencing to conduct preliminary interview which saves time and in saved time more interviews can be interviewed. This also saves other resources like money of both parties.

  • There is a way of conducting online quizzes, mock tests which tests the aptitude, abilities, subject matter expertise of the candidate which is critical in nature. Softwares can automatically generate the reports of the performances of hundreds of candidates which applied for the job. HR team just needs to filter in descending order and further set interviews of high performing candidates.

  • Now a days, the interviews happens in informal settings which lets interviewer interview the candidate through candid conversations which makes both parties comfortable. It also lets them build repo and easily break ice. Open conversations happen which lets interview understand the motivations of the candidate.