Concept of Recruitment and Selection
Recruitment is the process of attracting the employees and stimulating them to apply for jobs in the organization.
Selection is the process of making a hire or non-hire decision regarding each applicant for a job.
The main objective of recruitment is to attract the maximum number of potential applicants and the main objective of Selection is to choose the best suitable candidate from the applicant pool.
Recruitment is called a positive process because it involves the process of generating a large pool of applications.
Selection is called a negative process because as it involves the process which rejects a large number of applicants & only a few best applicants are selected for the job.
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| Recruitment & Selection |
Objectives of Recruitment and Selection
1. To ensure broad market coverage in advertising vacancies.
2. To reduce the number of under-qualified or overqualified applicants.
3. To increase the number of qualified applicants at a specific cost.
4. To evaluate the effectiveness of recruiting sources and evaluation techniques.
5. To meet the organizations legal and social responsibilities regarding the composition of workforce.
6. To raise a professional approach to executive selection.
7. To attract high calibre applicants from both the public and private sectors.
8. To ensure the appointment of most capable person available to fill the position, taking the amount of merit and employment equity principles.
Features of Recruitment
1. Positive Function:
Recruitment is viewed as a positive capacity as it makes a pool of qualified applicants from which the most suitable competitors can be picked.
2. Non-stop Process:
It is an administrative and on-going cycle as it doesn't include a solitary action yet a progression of exercises.
3. Connecting Activity:
It unites the business and the representatives and consequently is viewed as a connecting movement.
4. Unavoidable action:
Recruitment is an action which happens in each the association, it is an inescapable capacity; its volume and nature varies as indicated by the sort and size of the association.
5. Two-way Process:
It is a two-way measure which includes a selection representative and a recruitee. The two of them have their own personal options, the enrollment specialist can pick whom to choose and recruitee has the decision of choosing the association wherein he needs to work.
6. Complex Job:
It is a muddled cycle as there are numerous variables which may confines the opportunity of the board during the enrollment cycle.
Objectives of Recruitment
1. Business Growth
2. Changing Job Roles
3. Internal Promotion
4. Increasing Workload
5. Filling Vacancies caused due to staff Turnover
Importance of Recruitment
1. Recruitment develops a pool of talented candidates to facilitate the selection of suitable candidates for an organisation. It helps to gather an appropriate number of acceptable applicants for each vacancy at minimum cost.
2. By lowering the percentage of applications who are either less qualified or who have the undesired KSAs for the recruiting, Recruitment increases the success rate of the selection process.
3. The present, as well as the future effectiveness of the individual & the organisation, get increased due to Recruitment.
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| Selection of Best candidate for organisation |
Importance of Selection
1. Selection process aims at choosing the most appropriate candidate who meets all the requirements of the position. The best candidate is chosen only after rejecting all the unfit applicants through a systematic process of selection.
2. This process helps to match job requirements with the applicant's profile to select the best candidate.
3. It also helps in extracting information regarding the candidate to compare him/her with other candidates to reach a correct decision.
Factors affecting Recruitment
1. Supply and Demand
2. Human Resource Planning
3. Recruitment policy
4. Labor Market
5. Image/Goodwill
6. Competitors
7. Unemployment Rate
Factors affecting Selection
1. Size of the Organization
2. Type of the Organization
3. Applicant Pool
4. Government Regulations
5. Speed of Decision Making
6. Nature of Labor Market
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