Difference between Recruitment and Selection
The recruiting and selection process may be used by hiring managers to identify qualified candidates for available positions. It's crucial to become familiar with each stage of the hiring process if you want to hire applicants that are qualified and culturally compatible. Understanding their meanings and distinctions might help you choose the best recruitment technique if you're looking to work in the Human resource management (HR) department.
Hiring managers use the recruitment process for open advertising positions. It involves employing several strategies to draw candidates to a desirable position. To attract competent individuals, a hiring manager might employ strategies like posting job descriptions, advertising, establishing recruitment criteria, and producing a job listing. The main goal of recruitment is really to bring in qualified candidates who fulfill the requirements of the business. The hiring manager collaborates with the marketing team and other teams to draw possible applicants when a position is open at the organization. Recruitment is frequently the first step in hiring people, and it typically involves:
In short, recruiting is a comprehensive shortlisting that reduces the size of the candidate pool before the following stage.
Methods of recruitment
1. Employee recommendations
Employee recommendations are a cost-effective technique to find qualified applicants because current employees are familiar with their abilities, personalities, and qualifications. An employee referral occurs when a current employee suggests one of their friends, family members, or co-workers for an open position.
2. Direct promotion
To promote open positions, recruiters frequently employ direct advertisements. To communicate with a wide range of qualified candidates, recruiters frequently employ radio, billboards, television commercials, and adverts.
3. Internal Promotion
When a corporation has existing personnel with the necessary skills and qualifications, internal promotion may be considered as a recruitment alternative. In this case, it's possible that the business won't look outside of it for eligible applicants.
Finding and selecting the best candidates for a position is called selection. This stage usually follows the hiring procedure. The selection process narrows the pool of qualified applicants for a position while the recruitment phase identifies those who are best suited for the position. A selection of qualified candidates is presented to the hiring manager at the outset. Hiring managers evaluate candidates' skills and talents using a variety of techniques during the selection process to make sure they choose the correct person. Following are some examples of possible selection process actions:
Methods of selection
1. Screening of applications
Application screening is the first stage in the hiring process to make sure candidates meet the requirements for the position.
2. Ability tests
An employer might ask a candidate to complete a skill test in addition to submitting a résumé, curriculum vitae, and cover letter. For example, you might provide an aptitude test to candidates looking for an analytics post to determine their analytical prowess and ability. Candidates who pass these skill assessments advance to the interview stage.
3. Psychometric evaluations
A psychometric test is another selection strategy that a hiring manager may utilize. A hiring manager may use psychometric exams to evaluate a candidate's personality, intelligence, and moral character.
Difference between recruitment and selection
Although both the selection and recruitment phases are crucial in the employment process, there are several significant distinctions between the two:
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