Recruitment Vs Selection.
Both Recruitment and Selection are vital components in the hiring process where acquiring best talent with better qualifications, better compatibility with organization culture. The recruitment procedure mainly focused on identifying a need of an employee for the organization and attracting potential candidates through job notices for further selection, Meanwhile selection process is mainly focused in choosing suitable candidates out of shortlisted applicants, the selection process is vital for deciding qualified and unqualified candidates.
Recruitment and selection
is a process of acquiring the best talent upon organizational requirements, the
selection process is mainly composed with elements like screening applications,
testing and evaluating work tests, interviewing, looking into references of the
suitability and family status or the background. Most organization uses these
procedures to improve the probability of enlisting people who have the genuine
attitudes , capabilities to perform in the specified role which would be impact
for the organization in long run.
Recruitment and Selection
is further elaborated through,
• “Defining requirements
– preparing job descriptions and specifications; deciding terms and conditions
of employment.
• Attracting candidates – reviewing and
evaluating alternative sources of applicants, inside and outside the company,
advertising, using agencies and consultants. Attracting candidates is primarily
a matter of identifying, evaluating and using the most appropriate sources of
applicants.
• Selecting candidates – sifting applications,
interviewing, testing, assessing candidates, assessment centers, offering
employment, obtaining references; preparing contracts of employment”.
A clear comparison between recruitment and selection is demonstrated in below table.
Basis Recruitment Selection Approach Positive approach Negative approach. Cost Low cost. Expensive. Complexity Simple, Clear process. Complicated process. Chance of getting selected High Low Key focus Advertising the Job and attract potential candidates. Selecting the most suitable candidate. Objective Attracting many potential candidates. Reject unsuitable candidates and selecting limited number only. Risk Low risk High risk.
General Point of view.
Finding an employee, who is compatible with organizational values and qualified enough to take up the job is challenging for many organizations. In order to make the hiring decisions and the outcome more effective, it is crucial to align with each stages of recruitment and selection processes.
References
Anonymous, 2023. Byjus.com. [Online]
Available at: https://byjus.com/gate/difference-recruitment-and-selection/
Anosh, M., Hamad , .
N. & Batool , A., 2014. Impact of Recruitment and selection of HR
Department Practices. European Journal of Business and Management , 6(31),
pp. 200-206.
Saviour, A. W., Kofi,
. A., Yao , B. D. & Kafui , L. A., 2016. The Impact of Effective
Recruitment and Selection Practice on Organisational Performance. Global
Journal of Management and Business Research: A Administration and Management,
16(11), pp. 24-34.
Studies, B. C., 2023.
Business Case Studies. [Online]
Available at: www.businesscasestudies.co.uk
[Accessed 01 December 2023].
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ReplyDeleteHow has technology altered the recruitment and selection landscape?
With advancement of technology , many traditional aspects have been replaced and brought forward new technologies like ATS (applicant tracking systems) , AI powered HR systems which will help to streamline recruitment and selection processes which will make things more easy and efficient in selection and recruitment landscapes (Plumb, 2023)
DeleteAgreed , But the selection and recruitment decisions must always be made the with a responsible basis , otherwise total investment which has been made will be a failure.
ReplyDeleteI agree with you entirely. For many organizations, it might be difficult to find the ideal applicant who is both qualified for the position and compatible with the organization's beliefs. Aligning with each step of the recruiting and selection processes is essential to improving the effectiveness of the hiring decisions and the result. Using objective hiring techniques, such as structured interviews, interview scorecards, assessments, and note-taking, is one way to make sure the hiring process is successful. Furthermore, it's critical to comprehend the precise qualifications needed for the position you're hiring for. This can be accomplished by starting with a job description sample or speaking with someone who carries out this work on a full-time basis(Bika,2023).
ReplyDeleteYes, Finding an employee who is compatible with organizational values and being qualified for the job can be considered as a best outcome of recruitment and selection process, Therefore all the recruitment and selection decision must be taken with more thought of the outcome and impact of their decision.
Delete