Recruitmentis the process of searching for prospective employees and stimulating to apply for jobs in the organization.
Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing the sources of manpower to meet the requirements of the staffing schedule and employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective working force.
Recruitment is the process of finding and attracting capable applicants for employment. The result is a pool of applicants from which new employees are selected .
Recruitment Process include:
1] Manpower Resource Planning Considering Job-Analysis Feedback
2] Specification of Job Requirements & Identification of Vacancies
3] Developing Employee Profile and Selection of Recruitment Method & sources:
A] No New Recruitment: But Overtime, Job Redesign, Prevention
a] Temporary Lease
a] Internal and External Sources
3] Identification of Target Population
a]All qualified Applicants
b] Segmentation of Applicatcants Population
4] Notification Of Targeted Population
5] Screening, Intrviews, checking of references, etc.
Once the potential applicants are identified, the next step is to evaluate their
qualification , qualities,experiences, capabilities,etc..&make the selection.
It is the process of offering jobs to the desired applicants.
Selection means choosing a few from those who apply, It is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization.
Selection Process include
1) Initial screening interview
2) Application blank or application form
3) Written examination & other selection tests
4) Comprehensive interview
5) Medical examination
6) Checking the refernces
7) Final employment dececision
The Difference between Recruitment & selection is
Recruitment is the process of searching for prospective and it helps to create a pool of applicants from which certain required number is selected.
Selection is the process of choosing the most suitable candidates from those who apply for the job. It is a process of offering jobs to desired candidates.
Hope this information will help you to get your answer.
9th July 2008 From India, Pune
Awesome piece of Info
I'm doing a project research: "A study on the impact of temporary staffing in an organized work force", can you help me in framing the questionnaire? I have got some in my mind. But what will be the critical questions that can bring about a radical interpretation? Thanks in advance for your help.
22nd August 2008 From India, Madras
this is i need for my studies..so iaf any one can write to jana22s2hotmail.com
ill be greatful to u
9th December 2008 From Sri Lanka
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.
15th November 2013 From India, Mumbai