Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual’s “off-hand” knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.
Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment–in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.
Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).
The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology.
When there is a Job Opening,
Step 1 – Recruitment
* publish ads to let others know of the job openings.
* Invite applications from various sources like consultants, referrals, online portals etc,
* Screening of resumes
* Filter candidates who may be suitable for that particular job.
Setp 2 – Selection
* Conduct Interviews
* Reference checks
* Select the best of the best from the rest.
This is the process of attracting qualified job applicants by using advertisements, employment agencies or word of mouth. The common methods of advertising include in employment sections of newspapers and increasingly through online recruitment websites. The talent pool for a new job can come from external recruiting (outside the business) or internal (considering existing employees for promotion or a change of duties.)
Employee selection may be described as a screening or sifting process. Various types of interviews, tests, physical examinations, referee and reference checks are all part of this process. The idea of selection is to choose the most appropriate person for the position rather than the most qualified. Employee selection can be an expensive process in terms of time and effort, screening and advertising. An employee who leaves a business after a short time of employment will cost the business thousand of dollars. However it can be more expensive if the wrong person is employed and refuse to resign voluntarily.