Difference between Recruitment and Selection in the Hiring process

Ideally, the hiring and selection process is a key component of personal and professional development in every firm. Regardless of their size, structure, or orientation, organizations typically use recruiting and selection to either attract new employees or keep current employees in their current jobs. Effective recruiting, selection and decision-making processes are the best ways for an organization to guarantee that there is a sufficient supply of workers. An organization must look for sufficient and high-quality human resources to carry out its functions effectively and efficiently and achieve its goals.

Any organization's personnel are key to its success. The entire business can profit from a worker's unrivaled performance when they are well-suited for their position. Organizations can choose the best applicants for the right roles with the aid of recruitment and selection. Therefore, it is crucial to comprehend the distinction between recruiting and selection to minimize losses for an organization.

Recruitment

The procedure by which candidates are presented for employment in a company is known as recruitment. It occurs when potential employees are sought out and then encouraged to apply for positions within the company.

While there are many steps involved in the employment process, this is simply the first one. The procedure begins with an examination of the job requirements and ends with the appointment of the employee. The following specific tasks are included in the recruitment process:

· ? ? ? ? Examining the job specifications

· ? ? ? ? Promoting the position

· ? ? ? ? Getting applicants for the position

· ? ? ? ? Keeping track of applicants

· ? ? ? ? Reviewing applications

· ? ? ? ? Shortlisting suitable candidates

Human resource professionals frequently handle recruitment tasks, either inside or externally. Promotions, transfers, laid-off workers, contacts or references, former employees, retired employees, etc. are all examples of internal recruitment sources. Recruitment through advertisements, on-campus recruitment, employee exchanges, recruitment by third parties, internet recruitment, uninvited candidates, etc. are examples of external recruitment sources.

Selection

The process of choosing a person from a pool of job candidates who has the necessary skills and qualities to fill a position in the business is called selection. This process helps the recruiter choose to distinguish between qualified and unqualified applicants.

Placing the right individual in the proper job is implied by the phrase "selection." Recruiters use a variety of techniques during the selection process to determine which applicant is best suited for the position. Several of these include:

· ? ? ? ? Screening applications

· ? ? ? ? Excluding inappropriate applicants

· ? ? ? ? Carrying out qualification tests

· ? ? ? ? Conducting interviews

The selection procedure takes up a considerable portion of the employment process for an employee's time. HR managers must carefully determine each candidate's eligibility for the position, taking care not to overlook crucial considerations such as education level, background, age, etc.

To conclude the goal of recruiting is to create strategies that will draw more applicants to an open position, whereas the goal of selection is to find the applicant who best fits the post.