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.

Recruitment

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:

• Promoting the vacant post
• A job description is written
• Sending letters and emails to potential candidates
• Identifying the prerequisites for the job
• Answering questions regarding the position
• Reviewing potential applicants' resumes and cover letters.
• Choosing a small number of applicants to interview

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.

Selection

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:

• Administering aptitude tests based on the requirements of the job
• Evaluating probable prospects and competent individuals
• Running background investigations
• Evaluating potential employees based on their cover letters and resume
• Running background investigations

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:

• Objective: The recruitment process's goal is to publicise the open position; the selection process' goal is to choose a candidate to fill the post.
• Approach: Companies encourage people to apply for available positions as part of a proactive recruitment strategy. In contrast, hiring managers take a negative approach to selection, rejecting applicants who are unqualified for the position.
• No of candidates: During the recruitment phase, there are more candidates than during the selection phase.
• Time and money: While selection takes time and money, recruitment often requires little of both.
• Process: Recruitment entails informing potential employees about open positions through a variety of channels. Candidates must successfully complete multiple stages of testing in order to advance in the selection process.