please let me know that when we can say that recruitment is over ahether after selecting the candiate or if the selected candidate joins in the company
From India, Hyderabad
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From India, Hyderabad
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Every organization has its own standards and interpretations of closing recruitment. However, technically, recruitment for any position ends only when a candidate joins the organization, not with selection. In case a candidate has been selected and offered the position but eventually doesn't join, the position will still be open, and thus recruiting has to continue.
From India, Delhi
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2From India, Delhi
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Hi,
Recruitment is considered complete in technical terms when the candidate is onboard, i.e., when the candidate joins the company on the day of induction. Otherwise, the recruiter has to pick up from the buffer, and the same procedure is continued thereafter.
Regards,
Mallet 😄😄😄
From India, Hyderabad
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Recruitment is considered complete in technical terms when the candidate is onboard, i.e., when the candidate joins the company on the day of induction. Otherwise, the recruiter has to pick up from the buffer, and the same procedure is continued thereafter.
Regards,
Mallet 😄😄😄
From India, Hyderabad
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Hi People,
Can anybody tell me what is the exact difference between Recruitment and Selection? When does selection start? Is it when the candidate is called for the interview process?
Also, what is the difference between orientation and induction?
Ramya Vasudevan
From India, Madras
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Can anybody tell me what is the exact difference between Recruitment and Selection? When does selection start? Is it when the candidate is called for the interview process?
Also, what is the difference between orientation and induction?
Ramya Vasudevan
From India, Madras
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Hi All,
I think we misinterpreted between two different processes - recruitment and selection. Recruitment is the positive process in which we (company) try to attract the resumes of the prospect candidates. Here, the number of candidates should be as large as possible to term it as an effective recruitment.
On the other hand, selection is a negative process in which we shortlist the resumes/candidates based on the company's requirements, such as job profile and the resume/CV of the candidate (by using different tests/interviews). So, recruitment ends when we collect the CV/resumes of all the prospect candidates, and selection ends when the selected prospect candidate joins the organization.
This is as per me. Please let me know if there are different opinions from other members.
Regards, Shashank
From India
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I think we misinterpreted between two different processes - recruitment and selection. Recruitment is the positive process in which we (company) try to attract the resumes of the prospect candidates. Here, the number of candidates should be as large as possible to term it as an effective recruitment.
On the other hand, selection is a negative process in which we shortlist the resumes/candidates based on the company's requirements, such as job profile and the resume/CV of the candidate (by using different tests/interviews). So, recruitment ends when we collect the CV/resumes of all the prospect candidates, and selection ends when the selected prospect candidate joins the organization.
This is as per me. Please let me know if there are different opinions from other members.
Regards, Shashank
From India
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Hi,
I agree with Shashank on:
"Recruitment is the positive process in which we (company) try to attract the resumes of the prospect candidates. Here the number of candidates should be as large as possible to term it as effective recruitment."
But I don't think recruitment ends here. We need to further filter the resumes among the lot, schedule for interviews (1st, 2nd.... till final HR discussion), regular follow-ups which are very important, and the selection process starts after interviewing the candidates.
Ramya Vasudevan
"Also, what is the difference between orientation and induction?"
In my opinion, I think there is not much difference in these two. Induction is a part of the orientation program.
Experts' opinion requested.
Regards,
Swapna
From India, Hyderabad
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I agree with Shashank on:
"Recruitment is the positive process in which we (company) try to attract the resumes of the prospect candidates. Here the number of candidates should be as large as possible to term it as effective recruitment."
But I don't think recruitment ends here. We need to further filter the resumes among the lot, schedule for interviews (1st, 2nd.... till final HR discussion), regular follow-ups which are very important, and the selection process starts after interviewing the candidates.
Ramya Vasudevan
"Also, what is the difference between orientation and induction?"
In my opinion, I think there is not much difference in these two. Induction is a part of the orientation program.
Experts' opinion requested.
Regards,
Swapna
From India, Hyderabad
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Hi, I agree with Shashank on:
But I don't think recruitment ends here. We need to further filter the resumes among the lot, schedule for interviews (1st, 2nd... till final HR discussion), regular follow-ups which are very important, and the selection process starts after interviewing the candidates.
Ramya Vasudevan
In my opinion, I think there is not much difference between these two. Induction is a part of the orientation program.
Experts' opinions requested.
Regards,
Swapna
From India, Hyderabad
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But I don't think recruitment ends here. We need to further filter the resumes among the lot, schedule for interviews (1st, 2nd... till final HR discussion), regular follow-ups which are very important, and the selection process starts after interviewing the candidates.
Ramya Vasudevan
In my opinion, I think there is not much difference between these two. Induction is a part of the orientation program.
Experts' opinions requested.
Regards,
Swapna
From India, Hyderabad
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Hi all,
It is really wise to say that ‘ being a enterprise depends largely on the quality of manpower you have' Very often , recruitment misunderstood as filling in of vacancies. The real purpose of recruitment is not to fill up a vacancy but to add a person to the staff whom management expect to become important in the future scheme of things. Systematic recruitment should see that the person selected has:
willingness to do the job,
has the ability to do the job,
can fit into the work situation, and
has appropriate growth potentialities and also stays the organization for a fair period.
In the other words, recruitment is the pillar stone of the whole personal structure of any organization. For a lay man it is like picking persons for filling up jobs laying vacant in some office. Its function should be positive and dynamic to identify and attract the best available talent from the society. The management should must stress on manpower planning and must ask question to themselves that whether the recruitment is at all necessary, because recruitment means an additional employee and therefore an additional load. These two factors namely, an additional complement meaning, thereby more complex problems and additional financial liability must have fair justification on the basis of returns in terms of additional work load carried out and the capacity of the industry to meet the financial liabilities. If the answer to these two points is in the affirmative, then only recruitment could be said to be justified.
Many steps has to be taken while recruiting of a candidates.
Firstly, physical fitness as required by the job. This will impact directly the work for which candidates are to be taken. As level to level would differ from job to job. For example, high level fitness would be necessary for armed force or pilot, it would not necessary if the job related to software work or other clerical work.
Secondly, Mental suitability i.e. both by intelligence and education commensurate with the nature of the job. That means a person for the higher post of in the hierarchy of management will need higher level of intelligence and education while at lower level intelligence and education standards would not be demanding.
Thirdly, Sufficient experience to acquire skill and knowledge to do a job
(a) to satisfactory standards of quality and
(b) with necessary degree of safety.
This mean the necessary experience would differ from job to job
many things has to be considered to complete recruitment process such as
SKILL,
EXPERIENCE,
AGE,
SEX,
EDUCATION & TRAINING,
PHYSICAL CHARACTARISTICS,
INITIATIVE,
APTITUDE & ATTITUDE ,
STABILITY & RESPONSIBILITIES,
PERSONALITY,
PHYSICAL MAKEUP,
INTERESTS,
CIRCUMSTANCES,
Few tests are also advised to involve to complete recruitment process, like,
PERFORMANCE TEST,
TRADE TESTS,
INTELLIGENCE TESTS,
APTITUDE TESTS,
INTEREST TEST,
EMOTIONAL TEST AND ADJUSTMENT,
ATTITUDE TEST,
OBSERVATION TEST,
PHYSICAL REACTION TEST,
Depending on the nature of job & responsibilities lies you should use these tools to finish your recruitment process.
Regards,
Pranav
From India, Pune
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It is really wise to say that ‘ being a enterprise depends largely on the quality of manpower you have' Very often , recruitment misunderstood as filling in of vacancies. The real purpose of recruitment is not to fill up a vacancy but to add a person to the staff whom management expect to become important in the future scheme of things. Systematic recruitment should see that the person selected has:
willingness to do the job,
has the ability to do the job,
can fit into the work situation, and
has appropriate growth potentialities and also stays the organization for a fair period.
In the other words, recruitment is the pillar stone of the whole personal structure of any organization. For a lay man it is like picking persons for filling up jobs laying vacant in some office. Its function should be positive and dynamic to identify and attract the best available talent from the society. The management should must stress on manpower planning and must ask question to themselves that whether the recruitment is at all necessary, because recruitment means an additional employee and therefore an additional load. These two factors namely, an additional complement meaning, thereby more complex problems and additional financial liability must have fair justification on the basis of returns in terms of additional work load carried out and the capacity of the industry to meet the financial liabilities. If the answer to these two points is in the affirmative, then only recruitment could be said to be justified.
Many steps has to be taken while recruiting of a candidates.
Firstly, physical fitness as required by the job. This will impact directly the work for which candidates are to be taken. As level to level would differ from job to job. For example, high level fitness would be necessary for armed force or pilot, it would not necessary if the job related to software work or other clerical work.
Secondly, Mental suitability i.e. both by intelligence and education commensurate with the nature of the job. That means a person for the higher post of in the hierarchy of management will need higher level of intelligence and education while at lower level intelligence and education standards would not be demanding.
Thirdly, Sufficient experience to acquire skill and knowledge to do a job
(a) to satisfactory standards of quality and
(b) with necessary degree of safety.
This mean the necessary experience would differ from job to job
many things has to be considered to complete recruitment process such as
SKILL,
EXPERIENCE,
AGE,
SEX,
EDUCATION & TRAINING,
PHYSICAL CHARACTARISTICS,
INITIATIVE,
APTITUDE & ATTITUDE ,
STABILITY & RESPONSIBILITIES,
PERSONALITY,
PHYSICAL MAKEUP,
INTERESTS,
CIRCUMSTANCES,
Few tests are also advised to involve to complete recruitment process, like,
PERFORMANCE TEST,
TRADE TESTS,
INTELLIGENCE TESTS,
APTITUDE TESTS,
INTEREST TEST,
EMOTIONAL TEST AND ADJUSTMENT,
ATTITUDE TEST,
OBSERVATION TEST,
PHYSICAL REACTION TEST,
Depending on the nature of job & responsibilities lies you should use these tools to finish your recruitment process.
Regards,
Pranav
From India, Pune
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Recruitment is the process of attracting students to apply for a job. This can be achieved through advertisements on TV, newspapers, or any other platform. Once you receive applications from candidates, the recruitment phase is complete. The next step is the selection process, where various selection procedures are employed to identify the best candidate who is the right fit for your organization.
I believe I have provided a satisfactory response to your question.
Thank you,
Arun Kumar Sacala
From India, Bangalore
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I believe I have provided a satisfactory response to your question.
Thank you,
Arun Kumar Sacala
From India, Bangalore
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Recruitment is basically about attracting candidates to apply for a job or a position. Selection is the subsequent process in which you choose candidates who match the required skills and knowledge of the job. The selection process begins with resume scanning, following where the recruitment process concludes. I believe that induction and orientation are more or less the same.
From India, Kottayam
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From India, Kottayam
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Totally Agreeing you on this point of recruitment, once the candidate joins the company and is hired, is called recruitment, Never fortgetting the followps which are equally important. regards sonika
From United States, Lincolnshire
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From United States, Lincolnshire
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My perception: Recruitment will come to a close "only when we hire a right candidate for the right job and transitioned to the requestors function smoothly".
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Hi Recruitment include from Manpower planning till selection and about your Query recruitment close once the candidate is selected and joined for the specification of the Task. Regards Param
From India, Delhi
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From India, Delhi
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Hi all,
It's a general misconception, especially in the IT industry, to name the entire process of hiring as recruitment. Recruitment is the process of attracting a pool of potential candidates from the labor market to apply for the job, whereas selection is an elimination process to choose the best fit for the job.
The recruitment process can take various forms, such as advertisements in different media, employee referrals, walk-ins, and through placement agencies. Once the screening and further shortlisting of resumes begin, that becomes part of the selection process.
Regards,
Debasis
From India, Bangalore
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It's a general misconception, especially in the IT industry, to name the entire process of hiring as recruitment. Recruitment is the process of attracting a pool of potential candidates from the labor market to apply for the job, whereas selection is an elimination process to choose the best fit for the job.
The recruitment process can take various forms, such as advertisements in different media, employee referrals, walk-ins, and through placement agencies. Once the screening and further shortlisting of resumes begin, that becomes part of the selection process.
Regards,
Debasis
From India, Bangalore
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Questionaire related to recruitment and selection process.doc
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