HRM - Recruitment and Selection

Recruitment and Selection: -

Recruitment refers to a process which includes stages starting from attracting the candidates for a job opening to the final stage i.e. hiring a suitable candidate for the job position.

Recruitment process may vary from an organization to another on the basis of size or standards but the general stages of recruitment are: -

Advertising the job openings
Attracting the candidates
Shortlisting the application
Hiring the suitable candidate

In human resource management, "recruitment" is the way of finding and procuring the best and most qualified candidates for a job opportunity, in an ethical and practical way. It can be defined as "procedure of looking for suitable representatives and urging them to apply for the jobs in an association".

When we talk about the recruitment procedure, we quickly consider exercises, for example, the examination of the prerequisites of a particular job, pulling in possibility to apply for that activity, screening the candidates and choosing among them.

Recruitment Process: -

Step 1: - Recruitment Planning: -

Recruitment planning refers to analysing the need of the hiring and in which field and what should be the criteria of hiring (i.e. skills required, responsibilities, qualifications, level in the hierarchy, pay), starting date and others requirements for the vacancy detected. It also analysed that the hiring should be done on temporary basis or permanent or both.

Step 2: - Strategy Development: -

Under this step of recruitment process, the personnel management look for the strategy they should for the hiring. Whether they should go for internal source or external source. What activities and tests should be designed for the candidates?

Step 3: - Searching: -

In this step of recruitment process, organization start working for job openings, by advertising them and attracting the candidates or job seekers.

Step 4: - Screening: -

Screening is a first step of selection but is also a part of recruitment process. In this stage the candidates are shortlisted and screened on the basis of decided criteria.

Step 5: - Evaluation and Control: -

Evaluation and control refer to evaluating the cost and methods involved in the process and analyze whether the outcome is positive or not, if not then some new methods are introduced that can be prove positive for the organization.

Sources for Recruitment and Selection: -

Internal Source
External Source
Internal Source: -

Internal source of recruitment includes filling up the job positions with existing employees by

Transferring the employee,
Promotion of the employee
Employee referral programs

Internal recruitments help an organization to cut the cost of recruitment and helps in creating a healthy competitive environment in the organization among the employees. It has also proven helpful as it reduces the employee turnover of an organization because the existing employees feel valued when a higher job is offered to them and not to an outsider.

Advantages of internal source of recruitment: -

Motivates the existing employees
Reduces employee turnover
Generate the feel of job security among the employees which tends them to work in better way.
Generates the feeling of loyalty among the employees by helping them to achieve their personal goals.
Reduces the cost of the advertising for job openings
Reduces the cost and time invested in induction and training.
Hired employee is already familiar with the work culture thus feels comfortable from very first day of job and organization can expect productivity from the employee.

Disadvantage of internal source of recruitment: -

Reduces the scope of getting the new and more skilled talents in the organization.
Internal source of recruitment doesn’t fit in every organization thus has a limited scope.

External Source: -

External source of recruitment refers the hiring of talents from outside of the premises. It includes attracting the candidates for the job openings through various mediums like advertisement, campus recruitment, job portals, employment exchange etc.

Advantages of external source of recruitment: -

Fresh & qualified Talent, New Perspectives results in better growth.
Gives faster and better results comparatively.
Reduces the chances of internal politics in the organization.
Updates the organization with the current working culture and environment.
Helps in Maintaining a standard of the organization and also give a rise to no - marketing advertisement of the organization.
Helps an organization to achieve its social objective by generating employment.

Disadvantages of internal source of recruitment: -

Chances of misunderstanding among existing employees.
Less awareness of the work culture of the organization thus takes time to get settled.
Involves much time.
Non-Economical.
Lengthy process.

Selection: -

Selection is the process of choosing and hiring the best candidates among the shortlisted and interviewed candidates. This is the final and the most important stage of hiring for an organization which involves a process.

Selection Process: -

Step 1: - Preliminary screening: -

This is the first round of an interview taken by a personnel manager where some general are being asked from the applicant or interviewee.

Step 2: - Selection test: -

This is a written test given to the applicant to check the practical knowledge of the interviewee.

Intelligence test
Aptitude test
Personality test
Trade test
Interest test

Step 3: - Employment interview: -

After qualifying the written test, the candidate is given a call for the final interview which is taken by the panel of experts and have specialized knowledge of the concerned field. It helps the organization to check the confidence level along with the professional knowledge of the candidate and also gives a chance to the candidate to ask any query regarding work, organization etc. directly.

Step 4: - Checking references and background: -

When a candidate qualifies every round of the interview then the organization goes for a check of the background of the candidate from the reference provided by the candidate and also cross check it because the reference given by the candidate in the application form could be bias but cross checking can resolve this issue as well.

Step 5: - Selection decision: -

After qualifying every level, the personnel manager includes the name of the applicant in the selection list and choose the most suitable candidate from the list.

Step 6: - Medical Examination: -

After the selection and before allotting the appointment letter, the candidate is asking to go through a medical examination. The organization either appoints their own doctors for the following or does a contract with the hospitals.

Step 7: - Job Offer: -

After getting through all the above steps a candidate is offer the job through a letter of appointment in which all the terms & conditions, joining date etc. is mentioned with the stamp or signature of the organization. Job offer has a certain period in which the candidate needs to receive it and accept by signing it.

Step 8: - Contract of employment (appointment Letter): -

Accepting the job offer refers to signing the contract of employment. The general content of contract of employment includes Job titles, duties and responsibility, Pay, Allowance, Working hours, rules and regulations etc.

Induction: -

Induction is one of the most important programs that needs to be performed by the management. It refers to introducing the new employees with the organization by informing them about the history of the organization, work done in the organization, Rules and regulation of the organization and familiarizing them with work culture. This really helps the employees to feel familiar with the organization so that the employee gets comfortable and work at its level best.

Difference between Recruitment and selection

S.no	Recruitment	Selection
1	Advertising the job openings	Hiring the potential candidate
2	A process with positive approach	A process of negative approach
3	Main objective is to get more and more applications	Main objective is to attaining the best and rejecting the rest
4	Economical	Non-Economical
5	Simple process	Complex Process
6	Recruitment is a priority and comes first in sequence	Selection is a final stage, comes in the end and relies on recruitment

Here’s a glance at what is Recruitment and Selection in HRM means and how it is performed. If you’re looking for help in human resource assignment then you’re at the right page. We’re here serving students in all over the world with our best services and now launching ourselves in your country to help you. We’ve a team of experts that are highly knowledgeable and experienced with no plagiarism, 100% accuracy, 100% uniqueness, 24*7 availability.

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