Professional Documents
Culture Documents
Selection
Introduction
absenteeism and labour turnover at the same time very helpful in increasing the efficiency
and productivity of the enterprise.
With the same idea, argues that, recruitment and selection differ in term of
objective, process, technique and outcome, which are discussed as follows:
Firstly, the ultimate objectives of both recruitment and selection are to acquire
suitable candidates but their immediate objectives differ, where the basic objective of
recruitment is to attract maximum number so that more options are available; the basic
objective of selection is to choose best out of the available candidates.
Secondly, recruitment differs from selection in term of process, where it adopts the
process of creating application pool as large as possible; while selection adopts the process
through which more and more candidates are rejected and fewer candidates are selected or
sometime not even a single candidate is selected.
Fourthly, since recruitment and selection are two inter-linked steps in the process of
manpower acquisition, they differ in term of outcome; where the outcome for recruitment is
application pool which becomes input for selection process, on the other hand, the outcome
of selection process is in the form of finalizing candidates who will be offered jobs.
Firstly, various steps involved in a selection process depend on the type of personnel
to be selected. For example, more information is required for the selection of managerial
personnel as compared to subordinate workers.
Secondly, selection process depends on the source of recruitment and the method
that is adopted for making contact with prospective candidates. For example, in the case of
advertisement, selection process is more comprehensive and time-consuming, where as in
the case of campus recruitment; the process is shortened and may be completed in a day.
Thirdly, selection process depends on the number of candidates that are available for
selection. If the number is large enough, there is a need for creating various filtering points
and reducing the number of applicants at each successive point. However, where the
number of applicants is small, lesser number of filtering points are required.
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Selection process consists of a series of steps, facts may come light which may lead to
the rejection of the applicant. It is a series of successive hurdles or barriers which an
applicant must cross. These hurdles or screens are designed to eliminate an unqualified
candidate at any point in the selection process.
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