Recruitment Vs selection

RECRUITMENT Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual’s “off-hand” knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.

RECRUITMENT PROCEDURE: Before going to recruitment, careful study is needed about jobs which are to be kept under recruitment. Careful study is nothing but doing Job analysis which is otherwise called as collection of every information about the job so as to figure out exact candidate needed to perform said job.

HR manager needs careful attention and should be diligent while going for recruitment of human resource, since it grabs attention of prospective employees at large. However it is not so easy to find out skilled people. Hence various tests in selection process helps to identify potential candidate needed for an organisation. Coming to procedure for recruitment, it depends on nature and size of organisation. But concept of recruitment is one and same. Recruitment does in various modes which are basically categorised into two out of that first one is internal recruitment and external recruitment, which are elaborately explained in detailed below. Whatever the mode of recruitment preferred by an organisation, it should be clear in what an organisation needs and easily understandable by prospective employees at large so as to avoid frivolous and unsolicited applications which will consume lot of time for an organisation to identify them. Hence organisation should be clear and thoroughly check before posting recruitment.

Basic contents of Recruitment notification;
:*:It contains brief about an organisation which is recruiting.
:*:Contains number of posts/jobs lying vacant in an organisation.
:*:Contains number of jobs in reserved category. (especially in government organisation jobs are allotted to reserved category).
:*:Contains information about gender needed for the jobs. (For example: Male or female)
:*:Contains information about educational qualification needed to qualify for applying to job.
:*:Contains information about work experience needed. (points from 2 to 6 are nothing but called as Job specifications, it is a statement that describes about specifications needed by a candidate to have qualified for a applying said job)
:*:It contains most important information that is, Job description, which is the statement of information about duties and responsibilities of the job.
:*:Contains information about salary particulars, employee benefits and other allowances to be provided.
:*:Selection tests which must be passed by candidates so as to have job.
:*:Terms and conditions if any.

SELECTION : Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment–in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.

Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).

The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology.

Share This Post

Related Articles

© 2024 Human Resource Management. All rights reserved. Site Admin · Entries RSS · Comments RSS
Powered by HRM Practice · Designed by HRM Practice