Try and picture this. It's easy.
At the beginning of the (Apr2016-Mar17) financial year manpower planning / human resource planning process is carried out where demand vs supply of human resources (employees) is measured against the business objectives of the commencing (Apr2016-Mar17) financial year.
Each department head will announce his required number of people resources (positions) to meet his department objectives that come from the business objectives. That's where your jobs come from.
When the plan is finalized alongwith the Head HR, you start your Recruitment process where you advertise and get as many cv's as you can for the given position. You then filter out the cv's as per your required criteria and shortlist the candidates you want to meet. End of Recruitment.
Selection starts when you start contacting those candidates and they turn up for Interview rounds, clear all tests and ultimately get offered a job (offer letter). If they accept then you confirm their appointment and issue an appointment letter on the day of their joining. End of Selection.
You may then have an induction or training program after they join to help them settle in.
You must see what the trend is in your industry.
The above is ideally the first few stages in employee life-cycle followed by induction training and annual performance review.
Hope that sets up a very clear image.
Attracting and gathering a pool of talented candidates is recruitment and when you select a right candidate form the pool created is called selection.
Recruitment and selection are different terms, first we recruit and than we select.
Hope this helps.
They need to work in tandem to get the right outcome.
I suspect those of you who are treating this process as two discrete processes are doomed to failure. It does not work.
Read my previous postings on this subject.