HUMAN RESOURCE

MANAGEMENT

SYED SATHAM
RRN 150292601033

How different is
recruitment from selection
Recruitment are Selection are the processes that are
performed during the placement of a candidate from any
institute or other sources. These are performed in a sequence
one after the another i.e. first of all recruitment is performed
to accept applicants and after that selection is performed to
reject unsuitable candidates. There are some significant
differences between these processes which are covered under
this post.

Recruitment:
Recruitment is a process of searching the candidates fro
employment and stimulating them to apply for the job in
the organization. The process of Recruitment involves the
following steps:
a) Identifies the different sources of labour supply,
b) Assesses their validity,
c) Choose the most suitable source,
d) Invites the applications from the prospective candidates
for the vacant job.

Main key points of differences in

recruitment are:
1. Its aim is to attract more and more candidates for the
jobs.
2. It is a positive process, means encourages the
candidates to submit applications for the selection.
3. The firm notifies the vacancies through various sources
and distributes application forms to the candidates.
4. No contractual relation is created and employee's
communication of vacancies only.

Selection:
Selection involves the series of steps by which the candidates are
screened for choosing the most suitable employee for the vacant
job. Process involved during selection procedure contains
following steps:

a)Preliminary interviews,
b) Receiving applications,
c) Screening of applications,
d) Employment test,
e) Employment interviews,
f) Reference checking,
g) Medical examination,
h) Final selection.

Steps in the

Recruitment and
Selection Process

Step 1: Advertise the sales position. Be clear and highlight

the capabilities needed for the job.

Step 2: Resume screening. The goal is to eliminate the
applicants who definitely don't fit the profile you are
seeking. John recommends using a screening tool to ensure
you have an objective process to narrow the pool of
resumes.
Step 3: Phone interview. Use the phone interview as the
second screening device. Keep it to ten minutes.
Step 4: Face-to-face interview. This should last about an
hour and be held in a neutral place, not your office
(example: conference room). Use the same, predetermined
questions with each applicant. Questions should focus on the
capabilities required for the job.
Step 5: Assessment. Use a predictive assessment tool.

Step 6: Secondary face-to-face interview. The

goal is to clear up any discrepancies, sell the
candidates on the position, and broadly
explain the compensation package.
Step 7: Job Shadow. The purpose is to see if
the applicants is a good cultural fit. It also
helps you identify whether the applicant is
comfortable with the actual job.
Step 8: Reference Check. Ask about their
capabilities as it relates to the job. Also ask
about attribute match.
Step 9: Job Offer. Make sure the
compensation plan offered is clear and
unambiguous.