Concept of Selection, Difference Between Selection and Recruitment

Concept of selection

The activity where the company selects a limited number of candidates from a various number of applicants is called selection. The appointment of the workers to fill the vacancies of the company is called selection. The means of placing the right person at the right job is called selection. We all know that there are large numbers of people applying for one job at the time of recruitment, where the recruiters must decide which candidate fits right for the potential job. The selection includes various tasks such as Screening, Reduction of unsuitable candidates, conducting the examination such as aptitude test, intelligence test, performance test, personality test etc., Interview, Checking References, and medical Test and so on. The selection method requires lots time because the human resources managers identify the qualification for every candidate of the post. Similarly qualification, background, age, and so on are the essential factors where they pay more attention. Finally, the writing exam and interview is a complex activity. Some simple process of selection includes

Preliminary Interview, Employment Interview and Job Offer, the objective of interviews is to unselect unqualified applications from information supplied in application forms. The basic goal helps in rejecting misfits. On the other hands, it is also known as courtesy interview and develops public relations. Jobseeker selected in these interviews has to give tests. The types of tests are conducted on the basis of jobs and the firms.

Another process in selection is employment interview. Here interview must not be informal and must have core conversation between applicant’s acceptability. This method is used as an excellent selection device. The methods of the interview are One-to-One, Panel Interview, or Sequential Interviews, Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews. The selection method includes job offer for those applicants who have passed all the hurdles for recruitment. The letter of appointment is used for offering the job. In this stage, the candidates are offered for accepting or rejecting the job assigned to them.

Selection Decision and physical examination, after collecting the information, the most important step in the selection decision has to be done. The last decision must be made for the candidates who have passed preliminary interviews, tests, final interviews and reference checks. The line manager decisions are considered generally because the line manager is responsible for the performance of the new employee. After the selection, the candidate is must do a physical fitness test. The test includes Aptitude Tests, Personality Tests, and Ability Tests and such test are conducted for judging individual performance related to the job. Besides this test we also have other tests such as Interest Tests, Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc.

Difference between Recruitment and Selection

The method to search out the potential applicants and to inspire them for applying actual or anticipated vacancy is called recruitment. On the other hand,the method of hiring workers from the shortlisted candidates is known as selection. Population increment made difficult to find a good job. Employers require the potential candidate for the right position. The large applicant has made the opportunity to select the best talent. Nowadays, the appointment method is time-consuming for an employee to a post. There are two major stages that most of us know they are recruitment and selection. We tend to look them as the same but, they are different from one another in definition and behaviour. The difference between recruitment and selection are given below.

Key Differences between Recruitment and Selection

The method for finding and placing the competent and talented candidate for the vacant post is known as recruitment. The selection is the way to identify the potential candidate from the list of applicants who apply for the job.

The significant difference between the two is that Recruitment is a positive method that attracts more and more candidate for applying the post. Conversely, the negative method which rejects all the unfit candidates is called selection.

Recruitment saves time due to the short process such as 4-5 days and determines the vacancies and advertising etc, but selection time consuming since the employers must search out the best candidate for achieving the goal of the company, so each candidate on various parameters are identified that consumes time.

The recruitment task is not complicated but are quite simple because the recruiter need not have to pay more attention in scrutinizing the candidate, whereas selection is a difficult and lengthy activity because the employer has desire for understanding minute detail about each candidate so that he can choose the potential and talented candidate for the company that requires thorough scrutiny.

Selection cannot be done without recruitment. Recruitment and selection are the two steps employment process. Their difference can further describe as, Recruitment helps to tap the sources of human resources whereas selection helps to select the most effective candidate by using interviews and tests. There is no mutual consent established in recruitment whereas selection ends with mutual consent of service between the employer and the selected employee. After recruitment the selection method arises, for example, the interviews and the decision making, helps to provide the decision and the appointment formalities. The recruitment method is automatic that uses the human resources management system application and Human resources And People Appreciation. Here, theCandidate Bank Management feature provides the team of recruitment in uploading and saving the candidates resume. These candidates can be assigned for using HAPA for an interview that includes selection/rejection in each round. In HAPA, when the applicant is hired CTC is approved through the authority, the offer letter is automatically emailed to the applicant's email. Also, they can print-out, if necessary. After the offer letter is emailed for the candidates, the candidate information’s are entered in the application which the HR managers use as Employee Record Management whereas the candidate's ID are automatically generated.

Job seekers in recruitment and selection include, Quid pro queue It refers to the persons who tell that they can do this for other and in return what can I get from you. These people include value for responsibilities and authority, greater risks, and reasonable rewards, development and profiles of the organisation. I will be with you, these people have interests in brands that are popular and big. Importance to brands is their motto. They do not have any problems with ethnic, culture mission on work. I will do what you want these people to give the importance to their and how meaningful the job is for them and they define criteria of their new job by comparing the past job. Where do you want me to come, they are observer who observes the location your office, the type of environment you offer. Career and the interesting projects don’t motivate them as much. The recruiter must be responsible for deciding the workers that might face the problem in given job and thus take the decision. A good decision helps in reducing the retention of workers costs and future recruitment costs.

References

Dessler, Gary.a Framework for Human Resource Management.Florida: Pearson Education Asia, 2002.

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