HRM RECRUITMENT & SELACTION

 

HRM RECRUITMENT & SELECION

What is Recruitment? 

Recruitment is the process in which people are offered selection in an organization. It is when prospective employees are searched for and are then encouraged to apply for jobs within the organization. 

This is just one step in the process of employment however it is a long process that involves a series of tasks, starting with an analysis of the job requirements and ending with the appointment of the employee. Specific tasks involved in the process of recruitment include: 

• Analyzing job requirements 

• Advertising the vacancy 

• Attracting candidates to apply for the job 

• Managing response 

• Scrutinizing applications 

• Shortlisting candidates 

Recruitment activities are typically performed by Human Resource practitioners, either internally or externally. Internal recruitment sources are promotion, transfers, retrenched employees, contact or references, ex-employees, retired employees, etc. External recruitment sources are recruitment through advertisement, campus recruitment, recruitment by employee exchanges, recruitment by third parties, internet recruitment, unsolicited applicants, etc. 

What is Selection? 

Selection is the process of identifying an individual from a pool of job applicants with the requisite qualifications and competencies to fill jobs in the organization. This is an HR process that helps differentiate between qualified and unqualified applicants by applying various techniques.  

The term ‘selection’ comes with the connotation of placing the right person in the right job. Selection is the process in which various strategies are employed to help recruiters decide which applicant is best suited for the job. Some activities include: 

• Screening 

• Eliminating unsuitable candidates 

• Conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.) 

• Interviews 

• Checking references 

• Medical tests 

The selection process is a largely time-consuming step in an employee’s hiring experience. HR managers must carefully identify the eligibility of every candidate for the post, being careful not to disregard important factors such as educational qualification, background, age, etc. 

Conclusion

For the recruitment process to be effective, the needs of the organization need to be matched with the needs of the applicant. Similarly, a properly conducted selection process means the right personnel will join an organization’s workforce, helping management in strengthening the team and completing the work successfully. Therefore, understanding the distinction between recruitment and selection is a necessity in any organization’s onboarding process. 

Recognizing the importance in these two distinct phases, the first being proper scouting and advertising of attracting the appropriate candidates, and the second being effective methods of narrowing down the applicant pool to one ideal candidate, will ultimately be what improves your organization’s onboarding process. And, with a strong and effective onboarding process, you will be able to construct a workforce of which every individual aligns perfectly with your organization’s goals for success.

References

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online] 

Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm

[Accessed 11 May 2021].