Recruitment and Selection

• External recruitment is the process of attracting and selecting candidates from outside the organization.
• Recruitment is the process of identifying, screening, shortlisting and hiring of thepotential human resources for the purpose of filling up the positions within the organizations.It is the central function of human resource management.
• Internal factors include, the size of the organization, recruiting

  policy, image of organization and image of job.
• External factors include, demographicfactors, labour market, unemployment rate, labour laws, legal considerations and competitors.
• Selection is the process of picking or choosing the right candidate, who is mostsuitable for the job. It is the process of interviewing the candidates and evaluating theirqualities, which are necessary for a specific job and then selection of the candidates is madefor the right positions.
• Recruitment is called a positive process with its approach of attracting as manycandidates as possible for the vacant positions. It is the process of identifying and makingpotential candidates to apply for the jobs.
• Selection is called a negative process with the elimination of many candidates as possible.
• The significance of recruitment is recognized by the fact that organization getssatisfied with more productive employees.
• recruitment is that it is a process with a number of keystages, all of which work in co-operation to improve one’s chances of finding the bestcandidates available for any advertised position.
• one should always consider the internal candidates that could be encouraged to the available post and thenrecruit externally for the junior position.
• Size of the Organization - The size of the organization is one of the most importantfactors affecting the recruitment process. To develop business, recruitment planning ismandatory for hiring more resources, which will be crucial in the management of futureoperations.
• Recruitment and selection processes help in finding the most suitable candidates for jobs
• Recruitment and selection are important operations in human resource management
• Recruitment is the process of screening, sourcing, shortlisting, and selecting candidates for vacant positions
• Employers implement recruitment strategies and methods beneficial for achieving organizational goals
• Recruitment is the process of identifying, screening, shortlisting, and hiring potential human resources to fill positions within organizations
• Recruitment takes place internally within the organization and externally from external sources
• Factors affecting recruitment and selection include internal factors like size of the organization, recruitment policy, image of the organization, and image of the job
• External factors affecting recruitment and selection include demographic factors, labour market, unemployment rate, labour laws, legal considerations, and competitors
• Efficiency in recruitment processes generates productivity and builds good working environment and relations between employees
• Selection is the process of picking the right candidate most suitable for the job
• Selection involves interviewing candidates, evaluating their qualities, and selecting candidates for the right positions
• Selection of right candidates helps organizations achieve desired goals and objectives
• Recruitment is a positive process of attracting many candidates for vacant positions
• Selection is a negative process of eliminating candidates to choose qualified and proficient individuals
• Recruitment and selection are important for the effective functioning of organizations and take place simultaneously
• Significance of recruitment and selection includes enhancing productivity, profitability, and encouraging good relationships between employers and employees
• Recruitment and selection help in evaluating the effectiveness of various recruitment methods and determining present and future job requirements
• Principles of recruitment and selection involve identifying key stages to find the best candidates, considering internal candidates, and ensuring appropriate selection processes
• Interviewing involves open-ended and close-ended questions and should be conducted by trained individuals with effective communication skills
• Legal issues associated with recruitment processes require familiarity with relevant legislation and organization policies and procedures
• Posting vacancies involves the practice of publishing job openings
• Job postings include listing attributes such as designation, knowledge criteria, qualifications, skills, experience, and sometimes salary packages
• Fairness and justness are of principal significance in the recruitment and selection processes
• Job posting refers to publicising job vacancies through advertisements on platforms like the internet, newspapers, notices, and bulletin boards
• Important areas for employers to consider before posting vacancies include retention of the job in its present form or if changes are needed, determining hiring needs, requirements, scope, and responsibilities of proposed individuals
• Purpose of posting vacancies is to bring attention to interested internal or external individuals about available jobs
• Job rotation is vital in organizations to prevent job monotony, develop employee skills, abilities, and knowledge, and improve morale
• Recruitment options vary based on the purpose for hiring and include positions like clerical, technical, administrative, and managerial
• Recruitment processes may require multiple rounds, especially for leadership and higher-level positions, taking 10 to 15 days, ensuring candidates move systematically through the process and are kept informed of their status