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Dear Members I want to know the exact difference between recruitment and selection. Please help me in this regard. Regards Charles.P
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Register Here and help by adding your inputs. Contributions From Other Members Follow Below...
Hi Charles,
Recruitment and Selection are two intereraletd function but yet different
Recruitment comes first and is followed by Selection.
Recruitment is positive process while Selection is a negative process.
Recruitment is calling large pool of candidates while Selection is choosing the suitable candidate.
These are the major difference that I know

The points of difference betweent he two given by Srishti is correct, to have a better understanding the details are as follows:


Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.


Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.

Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).

The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology.

Hope this will help you in understanding the difference between Selection and Recruitment.


hi my name is chand iam doing a project on Recruitment and Selection in a.p tourism iwnt what r the techniques recently used by hr managers to select clientsand name some process
hi Charles to make long story short frm the points discussed by Shrishti and Archana,
Recruiting is after selection.
for eg...
A company need 10 new people in procurement department.
the company may call people for interviews out of 25 candidates they select 15 best candidates who qualify for the position.Now that is selection.
Out of 15 as they only want 10 candidates, so they will recruit 10 best canadidate who will suit their requirement perfect
for your further guidance Check out the link below: <link updated to site home>
comment if u like my post !
n cheers for this n njoy!
Hi Charles,
Recruitment and selection may be termed as the backbone of an effective and productive Human Capital for any organisation.
There are vide difference of opinion of whether Recruitment and Selection are one and same or different ones.
Recruitment is the process of finding potential candidates for a Job.
Selection is the process of selecting the right person for the right job.
When there is a Job Opening,
Step 1 - Recruitment
* publish ads to let others know of the job openings.
* Invite applications from various sources like consultants, referrals, online portals etc,
* Screening of resumes
* Filter candidates who may be suitable for that particular job.
Setp 2 - Selection
* Conduct Interviews
* Reference checks
* Select the best of the best from the rest.
If any one feel that I have made a mistake please do let me know.
99401 58323
recruitment and selection
recruitment - defining specification
selection-selecting candiddates
defining specifications- job specifications and person specification
selecting candidates- interviewing, communicating and offers
Hi all !!!
I would like to point out one thing here. HR.VK , don't u think screening resumes and filtering candidates is a part of Selection rather than Recruitment...? Correct me if i am wrong.
Good Evening,
It is the procedure of inducing more and more suitable candidates for the required job.
On the other hand, selection is procedure of selecting the best suitable candidate from among the induced candidates for the that particular job.
Respects & Regards

You can see same topic at the side bar of this site. You can find out some thing same your questions.

I sent some good materials to Tommy, pls read mail and give feedback.
Apart from that, you also ref more information at: Recruitment and selection Books
i agree with the point of Hansjeet.
recruitment is the process of attracting canditates for the suitation vacant with required qualification whereas selection is the process of identifying and placing the best or right canditate who fits the job.
in short
RECRUITMENT--------->>>>>>>>> engaging with more candidate
SELECTION<<<<<<<<<------------------screening the candidates and reducing candidate to chose the best candidate/candidates for the job
correct me if am wrong and encourge me if i am right....
have a good day to you all.
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ITCONS is an Amity Investee company and is backed up by MSME, TDB and Amity Innovation fund. We have won various awards like NASSCOM IT Innovator, TATA NEN Hottest startup, Power of Idea, Economic Times, Microsoft BizSpark Awards etc. We do project management and IT application development in different industry domains/verticals for various INDIAN and global clients.

Refer to: to check out our services portfolio; RecruitPlus to check our product portfolio and RECRUITPLUS (recruitplus) on Twitter to follow our new updates.

We are looking for clients who need quality but cost effective services for application development/ support and maintenance on T&M and fixed pricing with and without project management (Typical Staffing model) in just in time on high end technologies for small/medium or even large projects.

We maintain a bench of resources with the following skills set.

- Software Engineer/Senior Software Engineer- Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third party controls like Telerik/Infragistics/Farpoint Controls, SQL server 2005 (writing functions and stored procedures etc) - 2 to 4 years

- Senior Software Engineer/TL- Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Crystal report, Web/windows services, Third party controls like Telerik and Infrajastic controls, SQL server 2005 (writing functions and stored procedures etc) - 4 to 6 years

- Software Engineer/Senior Software Engineer - Microsoft .Net 2.0/3.5, ASP.NET, C#, AJAX, Silverlight (designing and programming)/WPF, SQL server 2005 (writing functions and stored procedures etc) - Total 2 to 4 years along with 1 yr experience on Silverlight/WPF.

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- QA - perform analysis of requirements/design documents in order to develop test plans and scripts, component based testing and web testing techniques , basic test principles such as unit, smoke, functional (black box/white box), user acceptance and usability testing, identify and analyze defects and problems, log, report/escalate defects, risks and issues appropriately.

-2 to 5 years

-Data ware housing and Business Intelligence consultants - Microsoft BI tools, Cognos, informatica, Oracle BI suite, Business object reports - 3 to 5 years

Interested? write us back on for staffing requirements/ for application development/ for resume management software.
recruitment is a process to select the candidate from the pool of the list and selection is the process to put up the right person to the right job
Recruitment is positive aspect (+) where u will call more candidates to attend the interview process ,but in the selection is negative part (-) where u will select only few out of the pull of candidates.
hi to all, while other contributions are correct in their own meaning and respective uses and purposes, however, i go for hansjeet’s. regards everyone
Dear Charles,
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization .
Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
Best regards,
Good Morning.
Recruitment is process of discovering the potential candidates whereas selection is choosing the best from the discovered ones.
Selection process is the tail of the recruitment process i.e. both are interdependent.
Hello friends, Recruitment Recruitment is nothing but placing the right candidate in a right time at a right place to a right job. Regards Rinku
Hope the attached file will help you about getting information on the difference between recruitment and selection.

Attached Files
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File Type: docx Recruitment vs. Selection.docx (12.0 KB, 378 views)

Hi Charles,

According to Mamoria, " Recruiting is the discovering of potential applicants for actual or anticipated organisational vacancies".
Thus Recruitment is the generating of applications or applicants for specific positions .It is a activity were in bringing together those with jobs and those seeking jobs .Recruitment is therefore the process of searching prospective workers and stimulating them to apply for jobs in the organisation.
Selection is a attempt made to find a suitable candidate for the job.Here by doing so , naturally many applicants are rejected .This makes selection a negative function and recruitment as a positive function .
Recruitment is recruiting candidates for a process and selecting is selection of candidates from those recruited. Interrelated words.

It is observed that an MNC is collecting all sorts of information on the Date of Interview. And once the Interview is cracked, the HR immediately asks the documents from the successful candidates. The HR has no intention of selecting all the successful candidates, but will shortlist among those candidates, after the HR Rounds. (Or may not select anyone, based on the urgency of the requirement)

My query being - even BEFORE issuing the Offer Letter, is the company 'legally authorized' to collect copies of the documents like: PAN Card, Passport, ITRR, Salary BreakUp/Slips, Previous Company's Appointment/Appraisal Letter, Education Certificates, Form-16, Organization ID and more importantly the 'Information Release Form' that authorizes the company to conduct verification on me, without me yet being a part of the company. There are many other less intimidating personal informations like Marital Status, phone numbers of Families/References, Address etc

I would like to emphasize again that the info is collected WITHOUT an Offer, and purely on a 'candidacy' basis just after the Interview process.

I believe it is not ethical to database the personal information of people who are not a part of the company. However, I am interested in the legality of it.
QUOTE=Vyakhya;62992]Hi Charles,
Recruitment and Selection are two intereraletd function but yet different
Recruitment comes first and is followed by Selection.
Recruitment is positive process while Selection is a negative process.
Recruitment is calling large pool of candidates while Selection is choosing the suitable candidate.
These are the major difference that I know
Hi samita ji i m totally agree with u r question, i personally feel recruiters knows that is demand is more than supply. That is why they do like this,but there is not any law to stop this.
Recruitment = Getting to know (gathering) the Pool of what is available. Selection- To choose the Best from the available.
Hai Charles this is Trinadh
Actually what is our HR Family memebers said that is absolutely correct And i will also tell some meaning of Recruitment and Selection in a single line and i think these are very helpfull to u to understand please see as follows

Recruitment Means searching for the candidates and stimulating them to apply the job.
Selection Means sellection will be made based on the candidate skills,Knowledge,Qualification,Physical Appereance and other Unique qualities relating to the job.
My Dear Seniros if i post any Mistakes please excuse me and tell me the right answer
and if my post is alright please APPRCIATE me because i am fresher and newly joined as a HR
It is an activity of establishing contact between employers and applicants. It encourages large number of Candidates for a job. It is a simple process. The candidates have not to cross over many hurdles. It is a positive approach. It proceeds selection. It is an economical method.
Less time is required.
It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is a negative approach. It follows recruitment. It is an expensive method. More time is required.
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