Dear Members I want to know the exact difference between recruitment and selection. Please help me in this regard. Regards Charles.P
From India, Madras
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6From India, Madras
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Hi Charles,
Recruitment and Selection are two interrelated functions but yet different. Recruitment comes first and is followed by Selection. Recruitment is a positive process while Selection is a negative process. Recruitment involves calling a large pool of candidates while Selection involves choosing the suitable candidate. These are the major differences that I know.
Regards,
Srishti
From India, Bangalore
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Recruitment and Selection are two interrelated functions but yet different. Recruitment comes first and is followed by Selection. Recruitment is a positive process while Selection is a negative process. Recruitment involves calling a large pool of candidates while Selection involves choosing the suitable candidate. These are the major differences that I know.
Regards,
Srishti
From India, Bangalore
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Hi CHARLES P.,
The points of difference betweent he two given by Srishti is correct, to have a better understanding the details are as follows:
RECRUITMENT
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
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.
Cheers
Archna
From India, Delhi
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The points of difference betweent he two given by Srishti is correct, to have a better understanding the details are as follows:
RECRUITMENT
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
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.
Cheers
Archna
From India, Delhi
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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
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Hi Charles, to make a long story short, from the points discussed by Shrishti and Archana, recruiting comes after selection. For example, a company needs 10 new people in the procurement department. The company may call people for interviews, out of 25 candidates, they select the 15 best candidates who qualify for the position. Now, that is selection. Out of the 15, as they only want 10 candidates, they will recruit the 10 best candidates who will suit their requirements perfectly.
For your further guidance, check out the link below: http://open.ac.uk <link updated to site home>.
Comment if you like my post! Cheers for this and enjoy!
From United Arab Emirates, Dubai
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For your further guidance, check out the link below: http://open.ac.uk <link updated to site home>.
Comment if you like my post! Cheers for this and enjoy!
From United Arab Emirates, Dubai
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Hi Charles,
Recruitment and selection may be termed as the backbone of an effective and productive Human Capital for any organization. There are wide differences of opinion on whether Recruitment and Selection are one and the same or different processes. Recruitment is the process of finding potential candidates for a job, while Selection is the process of choosing the right person for the right job.
When there is a job opening, the process typically involves two main steps:
Step 1 - Recruitment
- Publish ads to inform others about job openings.
- Invite applications from various sources such as consultants, referrals, online portals, etc.
- Screen resumes.
- Filter candidates who may be suitable for that particular job.
Step 2 - Selection
- Conduct interviews.
- Perform reference checks.
- Select the best candidate from the pool.
If anyone feels that I have made a mistake, please do let me know.
Regards,
Vasanth
99401 58323
From India, Pune
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Recruitment and selection may be termed as the backbone of an effective and productive Human Capital for any organization. There are wide differences of opinion on whether Recruitment and Selection are one and the same or different processes. Recruitment is the process of finding potential candidates for a job, while Selection is the process of choosing the right person for the right job.
When there is a job opening, the process typically involves two main steps:
Step 1 - Recruitment
- Publish ads to inform others about job openings.
- Invite applications from various sources such as consultants, referrals, online portals, etc.
- Screen resumes.
- Filter candidates who may be suitable for that particular job.
Step 2 - Selection
- Conduct interviews.
- Perform reference checks.
- Select the best candidate from the pool.
If anyone feels that I have made a mistake, please do let me know.
Regards,
Vasanth
99401 58323
From India, Pune
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Recruitment and Selection
Recruitment involves defining specifications, including job specifications and person specifications. Selection includes selecting candidates through processes such as interviewing, communicating, and making offers.
From India, Mumbai
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Recruitment involves defining specifications, including job specifications and person specifications. Selection includes selecting candidates through processes such as interviewing, communicating, and making offers.
From India, Mumbai
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Hi all!
I would like to point out one thing here. HR, don't you think screening resumes and filtering candidates is a part of selection rather than recruitment? Correct me if I am wrong.
From India, Gurgaon
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I would like to point out one thing here. HR, don't you think screening resumes and filtering candidates is a part of selection rather than recruitment? Correct me if I am wrong.
From India, Gurgaon
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Good evening,
Recruitment is the procedure of inducing more and more suitable candidates for the required job.
Selection, on the other hand, is the procedure of selecting the best suitable candidate from among the induced candidates for that particular job.
Respects & Regards,
Hansjeet
From India, Ludhiana
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Recruitment is the procedure of inducing more and more suitable candidates for the required job.
Selection, on the other hand, is the procedure of selecting the best suitable candidate from among the induced candidates for that particular job.
Respects & Regards,
Hansjeet
From India, Ludhiana
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Hi,
You can see the same topic in the sidebar of this site. You can find out something similar to your questions.
I have sent some good materials to Tommy. Please read the email and provide feedback. Apart from that, you can also refer to more information at: [Recruitment and selection Books](http://www.vinetbooks.com/recruitment-and-selection-books)
Rgs
From Vietnam, Hanoi
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You can see the same topic in the sidebar of this site. You can find out something similar to your questions.
I have sent some good materials to Tommy. Please read the email and provide feedback. Apart from that, you can also refer to more information at: [Recruitment and selection Books](http://www.vinetbooks.com/recruitment-and-selection-books)
Rgs
From Vietnam, Hanoi
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I agree with the point of Hansjeet. Recruitment is the process of attracting candidates for the vacant position with the required qualifications, whereas selection is the process of identifying and placing the best or right candidate who fits the job.
In short:
RECRUITMENT ➔ engaging with more candidates
SELECTION ➔ screening the candidates and reducing them to choose the best candidate/candidates for the job.
Correct me if I am wrong and encourage me if I am right. Have a good day to you all.
From India, Pondicherry
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In short:
RECRUITMENT ➔ engaging with more candidates
SELECTION ➔ screening the candidates and reducing them to choose the best candidate/candidates for the job.
Correct me if I am wrong and encourage me if I am right. Have a good day to you all.
From India, Pondicherry
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Are you Looking for Resume Management Software/application development/Staff augmentation partner?
ITCONS e-Solutions Pvt Ltd, a company founded in year 2007, is an application development company along with it’s proprietary software Products meant for HR and Recruitment Industries with the brand name “RecruitPlus”.
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:
http://itconsesolutions.com/ITCONS-S...troduction.pdf 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.
- Software Engineer/Senior Software Engineer - Core JAVA 1.5 along with Web Technologies like Servlets, Java Server Pages (JSP), Struts 1.2, JavaScript, jQuery, Ajax, json and web servers like Tomcat 5.5, Weblogic
- 3 to 6 years
- 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.
From India, Delhi
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ITCONS e-Solutions Pvt Ltd, a company founded in year 2007, is an application development company along with it’s proprietary software Products meant for HR and Recruitment Industries with the brand name “RecruitPlus”.
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:
http://itconsesolutions.com/ITCONS-S...troduction.pdf 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.
- Software Engineer/Senior Software Engineer - Core JAVA 1.5 along with Web Technologies like Servlets, Java Server Pages (JSP), Struts 1.2, JavaScript, jQuery, Ajax, json and web servers like Tomcat 5.5, Weblogic
- 3 to 6 years
- 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
From India, Delhi
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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
From India, Gurgaon
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From India, Gurgaon
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Hi,
Recruitment is a positive aspect where you will call more candidates to attend the interview process. However, in the selection process, the negative part is that you will select only a few candidates out of the pool of applicants.
From India, Coimbatore
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Recruitment is a positive aspect where you will call more candidates to attend the interview process. However, in the selection process, the negative part is that you will select only a few candidates out of the pool of applicants.
From India, Coimbatore
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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
From Papua New Guinea
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From Papua New Guinea
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Dear Charles,
Recruitment is the process of searching for candidates for employment and encouraging them to apply for jobs within the organization.
Selection involves a series of steps through which candidates are screened to choose the most suitable individuals for vacant positions.
Best regards,
Mahesh
From India, Bangalore
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Recruitment is the process of searching for candidates for employment and encouraging them to apply for jobs within the organization.
Selection involves a series of steps through which candidates are screened to choose the most suitable individuals for vacant positions.
Best regards,
Mahesh
From India, Bangalore
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Hi! Good morning.
Recruitment is the process of discovering potential candidates, whereas selection is choosing the best from the discovered ones. The selection process is the tail of the recruitment process, i.e., both are interdependent.
Priyanka
From India, Delhi
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Recruitment is the process of discovering potential candidates, whereas selection is choosing the best from the discovered ones. The selection process is the tail of the recruitment process, i.e., both are interdependent.
Priyanka
From India, Delhi
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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
From India, Pune
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From India, Pune
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Hope the attached file will help you about getting information on the difference between recruitment and selection.
From Bangladesh
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From Bangladesh
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Hi Charles,
According to Mamoria, "Recruiting is the discovery of potential applicants for actual or anticipated organizational vacancies." Thus, recruitment is the generation of applications or applicants for specific positions. It is an activity wherein bringing together those with jobs and those seeking jobs. Recruitment is, therefore, the process of searching for prospective workers and stimulating them to apply for jobs in the organization.
Selection is an attempt made to find a suitable candidate for the job. By doing so, naturally, many applicants are rejected. This makes selection a negative function and recruitment a positive function.
From India, Bangalore
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According to Mamoria, "Recruiting is the discovery of potential applicants for actual or anticipated organizational vacancies." Thus, recruitment is the generation of applications or applicants for specific positions. It is an activity wherein bringing together those with jobs and those seeking jobs. Recruitment is, therefore, the process of searching for prospective workers and stimulating them to apply for jobs in the organization.
Selection is an attempt made to find a suitable candidate for the job. By doing so, naturally, many applicants are rejected. This makes selection a negative function and recruitment a positive function.
From India, Bangalore
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Recruitment is recruiting candidates for a process and selecting is selection of candidates from those recruited. Interrelated words.
From India, Bangalore
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From India, Bangalore
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Where is the demarcation line between recruitment and selection?
It is observed that an MNC is collecting all sorts of information on the date of the interview. Once the interview is cracked, the HR immediately asks for documents from successful candidates. The HR has no intention of selecting all 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 is, even before issuing the offer letter, is the company 'legally authorized' to collect copies of documents like PAN Card, Passport, ITR, 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 pieces of information 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 part of the company. However, I am interested in the legality of it.
From India, Mumbai
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It is observed that an MNC is collecting all sorts of information on the date of the interview. Once the interview is cracked, the HR immediately asks for documents from successful candidates. The HR has no intention of selecting all 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 is, even before issuing the offer letter, is the company 'legally authorized' to collect copies of documents like PAN Card, Passport, ITR, 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 pieces of information 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 part of the company. However, I am interested in the legality of it.
From India, Mumbai
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NICE EXPLANATION. THANKS
QUOTE=Vyakhya;62992]
Hi Charles,
Recruitment and Selection are two interrelated functions but yet different. Recruitment comes first and is followed by Selection. Recruitment is a positive process, while Selection is a negative process. Recruitment involves calling a large pool of candidates, while Selection involves choosing the suitable candidate. These are the major differences that I know.
Regards,
Srishti
[/QUOTE]
From India
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QUOTE=Vyakhya;62992]
Hi Charles,
Recruitment and Selection are two interrelated functions but yet different. Recruitment comes first and is followed by Selection. Recruitment is a positive process, while Selection is a negative process. Recruitment involves calling a large pool of candidates, while Selection involves choosing the suitable candidate. These are the major differences that I know.
Regards,
Srishti
[/QUOTE]
From India
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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.
From India
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From India
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Recruitment = Getting to know (gathering) the Pool of what is available. Selection- To choose the Best from the available.
From India, Mumbai
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From India, Mumbai
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Hi Charles, this is Trinadh. Actually, what our HR family members said is absolutely correct. I will also explain the meaning of Recruitment and Selection in a single line, which I believe will be helpful for you to understand. Please see as follows:
RECRUITMENT:
Recruitment means searching for candidates and encouraging them to apply for the job.
SELECTION:
Selection means choosing candidates based on their skills, knowledge, qualifications, physical appearance, and other unique qualities relevant to the job.
My dear seniors, if I make any mistakes, please excuse me and provide the correct answers. If my post is correct, please appreciate me because I am a fresher who has recently joined as an HR.
From India, Hyderabad
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RECRUITMENT:
Recruitment means searching for candidates and encouraging them to apply for the job.
SELECTION:
Selection means choosing candidates based on their skills, knowledge, qualifications, physical appearance, and other unique qualities relevant to the job.
My dear seniors, if I make any mistakes, please excuse me and provide the correct answers. If my post is correct, please appreciate me because I am a fresher who has recently joined as an HR.
From India, Hyderabad
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Recruitment
Recruitment is the activity of establishing contact between employers and applicants. It encourages a large number of candidates for a job and is a simple process where candidates do not have to overcome many hurdles. It is a positive approach that precedes selection and is considered an economical method as it requires less time.
Selection
Selection is the process of picking up more competent and suitable employees. It aims at rejecting unsuitable candidates and is a complicated process where many hurdles have to be crossed. It is a negative approach that follows recruitment and is considered an expensive method as it requires more time.
From India, New Delhi
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Recruitment is the activity of establishing contact between employers and applicants. It encourages a large number of candidates for a job and is a simple process where candidates do not have to overcome many hurdles. It is a positive approach that precedes selection and is considered an economical method as it requires less time.
Selection
Selection is the process of picking up more competent and suitable employees. It aims at rejecting unsuitable candidates and is a complicated process where many hurdles have to be crossed. It is a negative approach that follows recruitment and is considered an expensive method as it requires more time.
From India, New Delhi
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HRM recruitment and selection FINAL.doc
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