Human Resource Management Assignment

Recruitment VS Selection

Factors affecting the recruitment process

Recruitment theories

On the other hand the very purpose of selection lies in the choosing of the right candidate for the right post or job available in the organization for which the talent base was built. Both recruitment and selection are the two phases of the employment process. There is on the other hand a kind of pessimism involved in the phase of selection. The very purpose of recruitment is to create a kind of talent base from which the best may be picked for the various posts in the organization. This makes the job of selection even more challenging and enterprising than recruiting. The purpose of the contract is to bind both the parties. It can be said that both of them are phases of employment process. On the other hand selection is directly associated with the final bunch of candidates in terms of interview and final tests. These steps may include screening and interviewing. Recruitment consists in the tapping of the talents of the available candidates. One of the prime differences between recruitment and selection is that recruitment is not characterized by any kind of contract between the eligible candidate and the organization. Recruitment is the process of searching the candidates eligible for employment. It also consists in making the eligible candidates apply for the corresponding jobs. These two terms should be understood in the right perspective. They are known to show some differences between them. This is the main difference between recruitment and selection. There is always optimism involved in the phase of recruitment. On the other hand the process of selection is often considered a process characterized by negative feeling. . On the other hand the process of selection is characterized by an employment contract between the employed person and the organization.Samapriya Banerjee M/BFT/11/20 NIFT MUMBAI RECRUITMENT VS SELECTION Recruitment and Selection are two terms that are associated with the job market. The two terms differ from each other in terms of their purpose too. It involves the conduct of the basic and initial tests and group discussions to mention a few. One of the interesting differences between recruitment and selection is that recruitment is often considered a process that is characterized by positive feeling. On the other hand selection involves the various steps employed to choose the right candidate for the right job. The pessimism involved in the phase of selection is possibly due to the fact that unsuitable candidates can be summarily rejected at the end of the interviews or the screening tests.

encouraging more and more employees to apply. 4. While selection is a negative process as it involves rejection of the unsuitable candidates. 3. Whereas. selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. Recruitment is concerned with tapping the sources of human resources. There is no contract of recruitment established in recruitment. the factors which can be controlled by the organisation are: RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve . FACTORS AFFECTING RECRUITMENT: Internal Factors: The internal forces i. But the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.e. 5.The differences between the two are: 1. Recruitment is a positive process i. 2. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation On the other hand. selection is concerned with selecting the most suitable candidate through various interviews and tests.e. selection results in a contract of service between the employer and the selected employee. by attracting more and more employees to apply in the organisation. When. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation.

The major external forces are: SUPPLY AND DEMAND . It also helps in determining the number of employees to be recruited and what qualification they must possess. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. COST Recruitment incur cost to the employer. therefore. it will think of hiring more personnel. FACTORS AFFECTING RECRUITMENT POLICY • • • • • • Organizational objectives Personnel policies of the organization and its competitors. Recruitment costs and financial implications. External Factors: The external forces are the forces which cannot be controlled by the organisation.organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. which will handle its operations. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding it’s operations. Government policies on reservations. If the organization is planning to increase its operations and expand its business. Preferred sources of recruitment. Need of the organization. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

trade unions play important role in recruitment. there is often oversupply of qualified labour which in turn leads to unemployment. Image of a company is based on what organization does and affected by industry. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). For example. Also. This restricts management freedom to select those individuals who it believes would be the best performers. POLITICAL-SOCIAL. then the company will have to depend upon internal sources by providing them special training and development programs.LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. If there is surplus of manpower at the time of recruitment.The availability of manpower both within and outside the organization is an important determinant in the recruitment process. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. scheduled tribes. When the company is not creating new jobs. COMPETITORS . If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. physically handicapped etc. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. Government of India has introduced legislation for reservation in employment for scheduled castes. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. For example finance was taken up by fresher MBA’s when many finance companies were coming up. even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

in regards to the organisation or his own inability to analyse and come to any firm conclusion. out of alternatives based on objective or subjective factors which are given above. THEORIES OF RECRUITMENT There are three ways in which an individual make a decision to join an organization viz. This is due to many reasons such as limited contact and insufficient data. SUBJECTIVE FACTOR THEORY According to this theory compatibility of individual personality with the image of organisation is a decisive factor in choosing an organization by an individual candidate seeking employment CRITICAL FACTOR TORY There are instances when a candidate is unable to choose an organisation.The recruitment policies of the competitors also effect the recruitment function of the organisations. such as the following: • • • • • Pay and perks. objective factor. In such cases. Opportunity for career growth. subjective factor and critical contact. Nature of work Educational opportunities. Location. Accordingly following three theories of recruitment have been evolved: • • • Objective factor theory Subjective factor theory Critical contact theory. many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors. . To face the competition. OBJECTIVE FACTOR THEORY As per this theory the choice of organization by a potential employee depends on objective assessment of certain tangible factors. certain critical factors observed by him during his interview and contact with personnel of the organization will have profound influence in his decision process. etc.

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