Recruitment and selection

• Organizations are required to put into practice recruitment and selection processes with accuracy, precision and truthfulness.
• Recruitment is the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations.
• Recruitment is the central function of human resource management.
• Recruitment is the process of selecting the right person, for the right position at the right time.
• The educational qualifications, experience, abilities and skills of the individuals need to be taken into consideration when recruitment takes place.
• Recruitment takes place internally, i.e., within the organization and externally, i.e., from the usage of external sources.
• Internal factors influencing recruitment include the size of the organization, recruiting policy, image of organization and image of job.
• External factors influencing recruitment include demographic factors, labour market, unemployment rate, labour laws, legal considerations and competitors.
• Efficiency in the recruitment processes generates productivity and builds a good working environment and good relations between the employees.
• Selection is the process of picking or choosing the right candidate, who is most suitable for the job.
• Selection is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions.
• The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives.
• When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner.
• Recruitment is called a positive process with its approach of attracting as many candidates as possible for the vacant positions.
• Selection is called a negative process with the elimination of many candidates as possible.
• Both the processes of recruitment and selection are considered important for the effective functioning of the organizations and they take place simultaneously.
• These processes are imperative for growth and development of the organization.
• The employees need to possess complete knowledge of the strategies and methods that are required to get implemented for recruitment and selection.
• Word of mouth is an imperceptible way of sourcing the candidates for filling up the vacant positions.
• An interview is a determined exchange of notions, the answering of questions and communication between two or more persons.
• Previous applicants are individuals who have applied for jobs in the past and can be easily contacted.
• Employees are motivated and stimulated towards the performance of job duties by giving them benefits, incentives and rewards for their performance.
• Direct recruitment is a method of sourcing where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization.
• Employment agencies are external sources of recruitment functioned by various sectors, such as private, public and government.
• An interview refers to a discussion with one or more persons acting as the role of an interviewer, who ask questions and the person, who answers the questions acts as the role of an interviewee.
• Employment exchanges are government entities where the details of the job seekers are deposited and given to the employers for filling the vacant positions.
• Professional associations can help the organizations in hiring professional, technical, and managerial personnel, however, they focus on sourcing mid-level and top-level resources.
• In various types of interviews, interviewers examine the behaviour and communication abilities of the candidates.
• The main purpose of the interviews is to acquire information about qualities, attitudes, prospectus and so forth.
• The primary purpose of an interview is to transfer information from interviewee to interviewer.
• External sources of recruitment refer to hiring of the employees outside the organization externally.
• Advertisements are the most prevalent and common external sources of recruitment where the job vacancy is displayed through various print and electronic media with a specific job description and specifications of the requirements.
• Campus recruitment is an external source of recruitment, where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities.
• Legislation and good practice and the range of recruitment sources and selection methods as well as possessing the skills and abilities in interviewing and evaluating potential employees highlight the significance of recruitment and selection.
• It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization.
• The other major benefit of recruiting former employees is that they are well aware of the organization, the roles and responsibilities of the job and personnel.
• When the employers, managers and supervisors feel satisfied with the performance of the employees, they promote them to an upper level within the organization and it leads to an increase in pay and benefits.
• The employees should receive on the job and off the job training to generate information regarding history, personnel, goals and performance of job duties.
• Various training methods include, role plays, vestibule training, field visits, and lectures.
• Transfer refers to the process of interchanging from one job to another without any change in the designation and responsibilities.