Recruitment and selection are two different concepts that refer to the process of selecting a new member to or from an organization. While they have similar implications, they may have different consequences if not correctly executed.
In other words, it is important to be aware of the different consequences of pulling the trigger on a recruit and choosing the right person for the job at hand through selection.
What is recruitment?
When considering a new member for a job position, one of the most important factors to consider is their achievements as an individual. This does not just mean looking for individuals, but also in terms of their qualifications and experience.
There are many factors to consider when choosing someone for recruitment, including their education, personality traits, as well as experience.
In recruitment, an organization is basically seeking an individual who meets their expectations. The recruiter finds the skills needed for the job and prepares a job description accordingly.
Then they begin advertising the job description through various methods such as social media ads, newspaper ads, leaflets, emails, and so on.
The Human Resource department is the main body responsible for conducting this process. Furthermore, HR managers can either choose to hire someone internally or externally.
For internal recruitment, people from within the organization are reviewed and met with a promotion if they are deemed qualified and capable. As for external recruitment, this is where people from outside the organization are encouraged to apply for the job and come work for the organization.
What is selection?
The first step in any selection process is to provide all of the information a recruiting company will need. This includes your resume, letters of recommendation, and anything else that will help the company determine your suitability for the position. Once the company has these materials, it will start to look through them until they find something that meets its needs.
Once they have found what they are looking for, they will begin to ask questions about your skills and experience. They will want to know things such as what type of working method you use, how often you work, or how much time you spend on a project every year.
They may also want to know how many books you have read in total or how much time you spend researching different topics. Sometimes, they may be able to find information online or through research studies that can help them decide whether or not they should consider you for the selection.
Basically, selection is different from recruitment in the sense that employers choose from a list of qualified candidates and choose the most qualified applicants. Whereas recruitment is the process of encouraging people to apply for the job and then choosing the right one.
The process of recruiting involves advertising the position through a variety of media, including the Internet, print media, and magazines, as well as providing application forms to interested parties.
On the other hand, the selection process involves several layers of review, including the submission of forms, written exams, interviews, etc.
Whether your organization is looking for recruitment or selection, Solutions Driven will help you with finding the best match for your organization from their vast experience, so make sure to pay their website a visit.
Understanding the difference between recruitment and selection will be important for the organization and its growth. We hope this guide helped you distinguish between the two, and always remember to come back in case you forget any details.