Difference Between Recruitment And Selection

Both recruitment and selection are the two phases of the employment process. The
differences between the two are:

1. Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation WHEREAS selection involves
the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable
the selection of best candidates for the organisation, by attracting more and more
employees to apply in the organisation WHEREAS the basic purpose of selection
process is to choose the right candidate to
fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS
selection is concerned with selecting the most suitable candidate through various
interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection
results in a contract of service between the employer and the selected employee.
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Difference between Profit Sharing & Co-Partnership
POINTS PROFIT SHARING CO-PARTNERSHIP
SAVINGS Doesnt promote saving Promotes savings
OWNERSHIP Workers share only profit
Profit +Capital
.. become owners
RISK No Yes
EASE OF
IMPLEMENTATION
No Yes
SHARES IN LOSSES No Yes
COMMITTMENT ON
SHARING PROFIT
Yes No


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Advantages of Internal Sources of Recruitment
1. Increases Morale (Promotion)
2. Minimises cost of selection
3. Welcommed by Trade Unions
4. Minimises cost of training & Induction
5. Provides stability of employment
6. Motivation
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Difference between HRM & Personnel Management
POINTS HRM PM
POSITION
Subsystem of the
organisation
An independent function
RELATIONS Unifairist Pluralist
COMMUNICATION Direct Indirect
DECISION Fast Slow
JOB DESIGN Team Work Division of labour
JOB CATGORIES Few Many


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Methods of Performance Appraisal
1. Ranking
2. Paired Comparison
3. Forced Distribution
4. Confidential Report
5. Essay Evaluation
6. Critical Incident
7. Checklists
8. Graphic Rating Scale
9. BARS
10. Forced Choice Method
11. MBO
12. Field Review Technique
13. Performance Test
Read More...
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Advantages of External souurces of Recruitment
1. Qualified candidates
2. Employees develop ability to change old habits
3. Selects candidates without any RESERVATIONS
4. Reduces the cost
5. Long run benefit
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Essentials of Sound Compensation policy
1. Simplicity
2. Flexible
3. An adequate income to employee
4. Various incentives
5. Fair & Equitable to both parties
6. Reduce labour turnover
7. Guaranteed minimum wage
8. Quality of output
9. Economical
10. Distinction between skilled & unskilled labours
11. Practical
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Factors affecting Compensation
1. Demand for & Supply of labours
2. Trade Unions
3. Cost of living
4. Prevailing wage rate
5. Ability to pay
6. Job requirement
7. Govt regulations
8. Increment system
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Objectives / Advantages of Performance Appraisal
1. Review the performance of employee
2. Judge the gap between actual & desired performance
3. Improve communication
4. Identify strengths & weakness of individual
5. Provide feedback to employees about their performance
6. Judge the effectiveness of recruitment, selection, training & Developement
activities
7. Reduce grievances of employees
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Definition of Performance Appraisal
According to Edvin B Flippo,
"Performance Appraisal is a Systematic, Periodic assesment
of employees performance & impartial rating of employees
excellence in matters pertaining to his present job & his
potentialities for a better job."
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Functions of HR Developement
1. Strengthens operating & executive levels
2. Combines existing strength
3. Role of Systems of developement & research
4. Planning of future manpower needs
5. Availability of best people
6. Utilisation of people selected
7. Retaining & motivating employees
8. Appraisal
9. Developement of competance
10. Intervention wherever necessery
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Measures to reduce Absenteeism
1. Introduce well-defined recruitment process
2. Provision of healthy & Hygenic working place
3. Reasonable wage & allowances
4. Job Security
5. Improved communication
6. Settlement of complaints
7. Provision of safety
8. Developement of workers education
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Objectives of HR Developement
1. Increase productivity
2. Improve Morale
3. Identify & Develop talents
4. Create right organisational environment
5. Develop a sense of Team Spirit
6. Reduce Absenteeism
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Objectives of Employee Induction
1. provide Information regarding his work
2. developing Loyalty towards company
3. boosting up Confidence of employee
4. Introduction of his working place
5. Agreement
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Steps in Selection Process (ARAWGIMRAPI)
1. Job (A)nalysis
2. (R)ecruitment
3. (A)pplication Blank
4. (W)ritten Exams
5. (G)roup Discussion
6. (I)nterview
7. (M)edical Test
8. (R)eference Check
9. (A)ppointment Order
10. (P)lacement
11. (I)nduction
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Factors Affecting Selection Process
1. Nature of Selection (faulty Selection Process->More Training->More Cost)
2. Policy of company (Remove Unfit staffs & Recruit new)
3. Probationery Period (Long Probationery Period=Labour Turnover)
4. Profile matching factor (Matching BioData with Job Specification)
5. Organisational & Social Environmental factor
6. Multiple Correlation (Every candidate has atleast 1 drawback)
7. Reliability (Consistant results in different teste)
8. Validity
o Content Validity-Supervisory skills
o Constuct Validity-Intelligence & Aptitude
o Criterian Validity-Ability
9. Selection Ratio (Ratio of Total & Selected employees)

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Sources of Recruitment
The different sources of recruitment are classified into two categories, viz.,
1. Internal : sources of recruitment are from within the organisation.
2. External : sources of recruitment are from outside the organisation.



Internal Sources of Recruitment

The internal sources of recruitment are:-
1. Promotions : Promotion means to give a higher position, status, salary and
responsibility to the employee. So, the vacancy can be filled by promoting a
suitable candidate from the same organisation.
2. Transfers : Transfer means a change in the place of employment without
any change in the position, status, salary and responsibility of the employee. So,
the vacancy can be filled by transferring a suitable candidate from the same
organisation.
3. Internal Advertisements : Here, the vacancy is advertised within the
organisation. The existing employees are asked to apply for the vacancy. So,
recruitment is done from within the organisation.
4. Retired Managers : Sometimes, retired managers may be recalled for a
short period. This is done when the organisation cannot find a suitable candidate.
5. Recall from Long Leave : The organisation may recall a manager who has
gone on a long leave. This is done when the organisation faces a problem which can
only be solved by that particular manager. After he solves the problem, his leave is
extended.

Merits of Internal Sources

The benefits / advantages / merits of using internal sources of recruitment:-
1. It is time saving, economical, simple and reliable.
2. There is no need of induction training because the candidate already knows
everything about the organisation, the work, the employee, the rules and
regulations, etc.
3. It motivates the employees of work hard in order to get higher jobs in the
same organisation.
4. It increases the morale of the employees and it improves the relations in
the organisation.
5. It reduce executive turnover.
6. It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

The limitations / demerits of using internal sources of recruitment:-
1. It prevents new blood from entering the organisation. New blood brings
innovative ideas, fresh thinking and dynamism into the organisation.
2. It has limited scope because it is not possible to fill up all types of
vacancies from within the organisation.
3. The position of the person who is promoted or transferred will be vacant.
4. There may be bias or partiality in promoting or transferring persons from
within the organisation.
5. Those who are not promoted will be unhappy.
6. The right person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of time, money and
energy.

External Sources of Recruitment

The external sources of recruitment are:-
1. Management Consultants : Management consultants are used for selecting
higher-level staff. They act as a representative of the employer. They make all the
necessary arrangements for recruitment and selection. In return for their services,
they take a service charge or commission.
2. Public Advertisements : The Personnel department of a company
advertises the vacancy in newspapers, the internet, etc. This advertisement gives
information about the company, the job and the required qualities of the
candidate. It invites applications from suitable candidates. This source is the most
popular source of recruitment. This is because it gives a very wide choice.
However, it is very costly and time consuming.
3. Campus Recruitment : The organisation conducts interviews in the
campuses of Management institutes and Engineering Colleges. Final year students,
who're soon to get graduate, are interviewed. Suitable candidates are selected by
the organisation based on their academic record, communication skills,
intelligence, etc. This source is used for recruiting qualified, trained but
inexperienced candidates.
4. Recommendations : The organisation may also recruit candidates based on
the recommendations received from existing managers or from sister companies.
5. Deputation Personnel : The organisation may also recruit candidates who
are sent on deputation by the Government or Financial institutions or by holding or
subsidiary companies.

Advantages of External Sources

The benefits / merits / advantages of using external sources of recruitment:-
1. It encourages young blood with new ideas to enter the organisation.
2. It offers wide scope for selection. This is because a large number of
suitable candidates will come for the selection process.
3. There are less chances of bias or partiality.
4. Here there is no need to maintain confidential records.

Limitations of External Sources

The demerits / limitations of using external sources of recruitment:-
1. It is very costly. This is because advertisements, test, medical examination
etc., has to be conducted.
2. It is very time consuming. This is because the selection process is very
lengthy.
3. It may not develop loyalty among the existing managers.
4. The existing managers may leave the organisation if outsiders are given
higher post.
Source: Kalyan City Life
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Factors affecting Recruitment
1. Internal Factors
o Working conditions
o Image of organisation
o Promotional opportunities
o Ability & Skill of management to stimulate candidates
o Salary levels, Type & Extent of business
2. External Factors
o Govt. Regulations
o Trade Unions
o Local candidates
o Recommendations, Nepotism
o Career opportunities in other organisations
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Functions of HRM
I) Managerial Functions
1) Planning
2) Organising
a) Assignment of task
b) Deligation of authority
3) Directing
a) Issuing Orders
b) Guiding
c) Supervising
d) Motivating
4) Cordination
5) Controlling
II) Operating / Service Functions
1) Procurement
a) Recruitment, Selection & Induction
2) Developement
a) Training
3) Promotion, Transfer & Termination
4) Compensation
5) Integration
6) Welfare activities
a) Medical facility
b) Housing
c) Tours, etc
7) Maintainance of working condition
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Process of HR Planning
1. Estimation of vacancy
2. Job requirements & Job Descriptions
3. Skill Analysis
4. Selecting sources of recruitment
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