Difference Between Recruitment and Selection
The article discusses the difference between recruitment and selection processes, their definitions, approaches, and importance.
“Recruitment” and “Selection” are widely used in Human Resources. Interestingly, both terms largely depend on each other yet differ in approach. Both terms define different stages of the complete process of hiring the right candidate. Both processes are the most critical aspects of human resource management. Below we explain what each term consists of.
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Table of Content
Key Differences Between Recruitment And Selection
In the below table, we discuss some of the essential aspects of recruitment and selection based on different aspects.
| Recruitment | Selection | |
|---|---|---|
| Definition | Process of searching candidates for a particular position within the company | Process of choosing the best candidates from the candidate pool |
| Objective | Advertising the job | Hiring the candidate |
| Process | It has two essential aspects – The organization notifies vacancies, and an application form is available to the candidates. Contacting potential candidates and inviting them to participate in the selection process |
Candidates must go through different stages (submitting a form, writing a test, undergoing an interview), enabling the employer to select the right candidate. |
| Sequence | First | Second |
| Approach | Positive – A process that encourages potential candidates to apply for the job | Negative – It is a process that aims to reject unsuitable candidates. |
| Costs | Inexpensive process compared to the selection process since recruitment only involves advertising costs. | Quite an expensive process that includes costs involved in tests, interviews, expert fees, etc. |
| Expert help | A simple process that does not require expert help | Selection is a complex process that requires the help of experts |
| Contract | No contractual commitment since the company is just advertising the job and inviting candidates to apply. | A contractual relationship is established between the candidate and the company hiring it. |
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What is Recruitment?
Recruitment is the first phase of the process in which we will focus on finding the right candidate who meets the company’s requirements to fill the vacancy. Advertising is a normal part of the recruitment procedure so that candidates can get information about the job offer and easily apply.
The activities involved in recruiting employees are as follows:
- Analyzing the job requirement
- Advertising the open positions
- Attracting candidates to apply for the position
- Scrutinizing the applications
- Shortlisting the candidates
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The objective of recruitment is to drive interested applicants for a job. The entire procedure of recruitment is simple and less cumbersome. Recruitment is a deliberate and constructive process that inspires candidates to apply for open positions.
There are two types of recruitment:
Internal recruitment: This method uses the company’s workers by moving from area to area or promoting an employee.
External recruitment: This process involves seeking talent outside the organization and expanding or renewing the existing workforce. External recruitment aims to reach the maximum number of candidates and encourage them to apply for the company’s job offer.
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What is Selection?
Selection is the process of recruiting candidates and offering them a job. It is a sequence of stages through which the organization chooses the most relevant, capable, and effective candidate for the vacant positions.
The selection process involves the following tasks –
- Screening the candidates
- Eliminating unsuitable candidates
- Carrying out screening tests such as aptitude, intelligence, personality, etc.
- Interviewing the qualifying candidates
- Checking references and backgrounds
- Medical exam, if applicable
Selection sounds like a negative way of choosing a member because it contains the right to reject incompatible candidates and choose the right person. The selection is a time taking and challenging process. The primary purpose of the selection process is to identify which candidates are qualified to meet the company’s needs. This is measured by applying various techniques such as interviews, tests, etc.
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The number of candidates is reduced in the selection process, and only the best suitable candidates remain. After completing the lengthy process, the appointment letter is sent to the candidate. In the selection process, employees and employers must sign an employment contract and be subject to organization rules.
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Conclusion
Although these terms are not interchangeable, they are equally crucial in the search for the perfect candidate. If the recruitment process is not carried out correctly, the efforts to conduct a good selection process would be worthless. The work would be affected and would involve significant expenses. Both recruitment and selection help companies to choose the right candidate for the right position.
FAQs
What are the key activities involved in the selection process?
The key activities in the selection process include conducting interviews (including behavioral and technical interviews), administering assessments or tests, conducting background checks, and making the final hiring decision.
What is the outcome of the recruitment process?
The outcome of the recruitment process is a pool of potential candidates who have expressed interest in the job openings and have submitted their applications for further evaluation in the selection process.
What is the focus of selection?
The focus of selection is on assessing and evaluating candidates to determine their suitability for a specific job role based on their qualifications, skills, experience, and cultural fit within the organization.
What are the key activities involved in the selection process?
The key activities in the selection process include conducting interviews (including behavioral and technical interviews), administering assessments or tests, conducting background checks, and making the final hiring decision.
Rashmi is a postgraduate in Biotechnology with a flair for research-oriented work and has an experience of over 13 years in content creation and social media handling. She has a diversified writing portfolio and aim... Read Full Bio
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