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Difference Between Recruitment and Selection

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Difference Between Recruitment and Selection.

Difference Between Recruitment and Selection: A lot of people always confuse the two words ( recruitment and selection) as the same and, hence, interchangeable  but this isn’t so. Recruitment and selection are as different as their spellings and connote different things on their own. So at the very basic, what is recruitment and selection?

 

What Is Recruitment and What Does it Entail?

Recruitment is basically the process by which would-be job applicants are encouraged to apply for available job positions in a firm. The procedure for this usually involves more detail with steps and activities which follow each other from the initial application process to the interview when the applicant is employed.

Procedures Involved During Recruitment

  1. Stating the job position demands
  2. Advertisement of the job position to be filled
  3. Job applicants apply for the positions to be filled
  4. Managing response
  5. Analyzing the applications
  6. Listing the candidates who qualify for the interview

The Human Resources or Personnel Manager is responsible for handling recruitment processes

Types of Recruitment

  1. Internal Recruitment: This involves activities such as promoting, sacking, transferring, and contacting of staff or ex-staff of a firm or organization.
  2. External Recruitment: This is carried out during the processes of advertising for job positions in different ways like getting qualified candidates in person or through third parties like referrals, advertising on the internet and so much more.

What is Selection and What Does it Entail?

Selection is basically the process where a certain number of job applicants are chosen from the list or pool of those who have applied for certain job positions. Selection is what comes next after conditions for recruitments are met or satisfied by the job applicants.

Procedures Involved During Selection.

Screening the applications

  1. Removing applicants who are not qualified from the list
  2. Conducting the examination likeability check, mental testing, performance check, character test, etc.
  3. Interview of the applicants
  4. Checking References of the applicants
  5. Medical check

Many processes like checking and verifying the educational qualifications of a candidate, the age, nationality, and more are tedious processes for the Human Resources or Personnel Manager to be certain that a shortlisted candidate is qualified for the position.

Difference Between Recruitment and Selection

Of the many differences between recruitment and selection, the points stated below are the major differences between the two terms based on the following criteria

Meaning

  • Recruitment basically involves finding candidates for the vacant position and making them submit applications for the vacant position.
  • On the other hand, selection implies making a pick of the most suitable candidate from the pool of applicants to fill a position.

Approach

  • Recruitment is a positive approach because it attracts countless job hunters to apply to fill particular vacant positions.
  • Selection, contrary to recruitment, is a negative approach as the list of candidates cut down favouring only the most qualified job applicants.

Objective

  • Recruitment gives the firm the opportunity to invite as many candidates which would improve the probability of getting the best candidate to fill the vacant positions.
  • Selection weeds out applicants who are not qualified for the vacant positions to give room for choosing the best candidates.

Key factor

  • The activity of enlisting is sort of straightforward  that during this the recruiter doesn’t have to be compelled to pay additional attention to scrutinizing the candidate,
  • Selection is more complicated because the HR Manager needs to understand each minute detail regarding every applicant in order that he can opt for the proper match for the task which needs thorough investigation.

Sequence

  • Recruitments aren’t as time-consuming as a selection because it solely involves distinguishing the requirements of the task and stimulating candidates to use for the job position.
  • Selection, however, involves a good vary of activities, right from shortlisting the candidates to employing them to fill the job position.

Process

  • The firm, during the recruitment process, attracts the candidates to the vacancy through totally different sources like adverts online, newspaper, magazines, etc. and distributes the shape to the candidates in order that they’ll simply apply.
  • Selection is a more meticulous process that involves verification of provided information.

Contractual relation

  • Recruitment means the advertisement of the vacant positions only as no agreement is made and enforceable.
  • Selection amongst other things is the process that ends with there being a contractual agreement with the job applicant who has been employed by the firm.

Method

  • In enlisting, no written agreement relation is formed between the leader and worker. not like the choice, wherever each leader and worker are sure by the contract of employment.
  • enlisting is a cost-effective method whereas the choice is a chic method.

Conclusion.

The success of any company depends on its staff. If the worker is ideal for employment, then the organization would be a reward for its efforts during the recruitment and selection process. Recruitment and selection are the best processes to ensure qualified and suitable persons join the workforce of a firm.

These days, recruitment and selection are increasingly more complicated but all of that is for good measures. With the cost of production or running businesses going up and with the increasing demand by workers to get better pay, firms increasingly have the need to make sure money is well-spent and that their workforce is the best out there.

The competition for available jobs has certainly increased with more being educated and skilled and with the increased birthrate in the world.

Candidates are advised to learn as many skills as they can and generally improve themselves to increase their chances of getting employed. It is important that while they improve on their professional skills, their social skills should be improved alongside.

CSN Team. 

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