Article shared by : Show Difference between Recruitment and Selection are as follows:  Image Curtsey: eurobiz.com.cn/wp-content/uploads/2013/04/screen-66617.jpg Technically speaking, recruitment and selection are not synonymous. Recruitment means announcing job opportunities to the public in such a way that a good number of suitable people will apply for them. Selection means choosing from that number, those applicants who are most likely to succeed in the jobs. An interview is the most widely used technique for selection. Selection is a process of weeding out the unsuitable candidates and finally arriving at the most suitable one. In this sense, recruitment is a positive process while selection is a negative process of rejecting most of the candidates, leaving only a few who are considered suitable. A properly planned and systematic recruitment policy is necessary to minimize disruption of work by constantly changing personnel and achieve equitable distribution of employment opportunities. Recruitment policy should take into account that high calibre personnel are essential to have but hard to find. Despite tremendous unemployment, it is not easy to find the right type of personnel. In the expanding industrial economy of India, the demand for top management, technical and scientific personnel is expanding at a fast rate with the result that an all-round shortage of such personnel is being felt. Many companies indulge in “pirating” i.e., attracting executives from sister organisations on higher salaries. But this does not, in any way, expand the supply of such personnel. Therefore, a sound recruitment policy has to be based on a comprehensive programme of management development. Recruitment needs fall into three broad categories planned, anticipated and unexpected. The planned needs arise from changes in organisational decisions and retirement policies; unexpected needs arise from individuals’ decisions to leave the company and from ill health, accidents or deaths. The anticipated category comprises those jobs which the organisation, by studying the trends within and outside the company, can predict. Careful recruitment of employees is particularly important in India for two reasons: first, under the existing legal conditions, when an industrial worker is discharged, an industrial dispute can be made by the employee in regard to such discharge and the Tribunal would determine whether the termination of service was justified and to order reinstatement if the order was not appropriate. As a precaution against unjustified discharge, certain rules of procedure are required to be strictly followed by the employers before the order of discharge is passed. Failure to carry out this procedure undermines the case if it goes to an industrial court. Secondly, the chances of mismatching the job and the person are much higher in India. Matching the job with the suitable applicant is naturally a two-way process. Under the present labour market conditions in India, the employee’s choice is very much limited and he will accept any job irrespective of his suitability. Under such conditions, the pressure to properly match man and job is only one-sided from the employer’s side only. In India the organisational practices in selection vary widely. The private and public sector organisations differ in their selection practices. Selection for public sector undertakings is done through Public Service Commission, Banking Service Commission, and Subordinate Services Commission etc. It is important to understand the difference between recruitment and selection. Recruitment refers to the process of seeking potential applicants and then inviting them to apply for a current or anticipated vacancy. Selection is the process of hiring employees from shortlisted applicants and offering them a position with the organization. The success of any organization depends on its employees. If an employee is well suited for their job, the entire organization can benefit from their unbeatable success. Recruitment and selection help organizations choose the right candidates for the right positions. Therefore, it is important to understand the difference between recruitment and selection to reduce any losses for an organization. What is recruitment? This is only one step in the process of employment, however, it is a long process that involves a number of tasks, beginning with an analysis of job requirements and ending with the appointment of the employee. Specific tasks in the process of recruitment include.
Recruitment activities are typically conducted by HR professionals, either internally or externally. Internal recruiting sources include promotions, transfers, employees who have left, contacts or references, former employees, retired employees, etc. External recruitment sources include recruitment through advertisements, campus recruitment, recruitment through employee exchanges, third party recruitment, internet recruitment, unsolicited applicants, etc. What is selection? The term "selection" is associated with the connotation of putting the right person in the right job. Selection is the process of using various strategies to help recruiters decide which applicant is the best fit for the job. Some activities include:
The selection process is a largely time-consuming step in hiring an employee. Recruiters must carefully determine each candidate's suitability for the job, taking care not to overlook important factors such as educational attainment, background, age, etc. Main differences To thoroughly understand the difference between recruitment and selection, there are a few points to keep in mind.
Understanding the difference between recruitment and selection will ensure that your organization has a strong and successful workforce Recognizing the importance of these two distinct phases - the first being proper scouting and advertising to attract the right candidates, and the second being effective methods to narrow down the applicant pool to an ideal candidate - will ultimately be what improves your company's onboarding process. And with a strong and effective onboarding process, you'll be able to build a workforce where every individual is perfectly aligned with your company's goals for success. Find Out More Interesting Details... Causes for a Poor Recruitment Why selection is a negative process and recruitment is a positive process?Recruitment is a positive process as it attracts more and more job seekers to apply for the post. Conversely, Selection is a negative process as it rejects all the unfit candidates. Recruitment aims at inviting more and more candidates to apply for the vacant position.
Why is selection a negative process?Selection is considered as a negative process because a number of rejected candidates is more than the number of the selected candidates.
Why recruitment process is positive?Recruitment is a positive process because it involves searching for prospective employees and stimulating them to apply for the job. here, the company is making all candidates to apply for the job, hence it is a positive action.
What's the difference between selection and recruitment?Recruitment and selection are both famous terms related to the hiring process. Recruitment is a process which entails searching for candidates, and selection is a process of picking the candidates from the shortlisted ones.
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