Comparison Chart

BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity of Selection refers to the process of

searching candidates and selecting the best candidates
encouraging them apply for it. and offering them job.

Approach Positive Negative

Objective Inviting more and more candidates Picking up the most suitable
to apply for the vacant post. candidate and rejecting the rest.

Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Process Vacancies are notified by the firm
through various sources and
application form is made available
to the candidate.
The firm makes applicant pass
through various levels like
submitting form, written test,
interview, medical test and so
on.

Contractual As recruitment only implies the Selection involves the creation

Relation communication of vacancies, no of contractual relation between
contractual relation is established. the employer and employee.

Method Economical Expensive

JOB INFORMATION HIERARCHY

A Job Element is the smallest segment unit into which work can be
divided. Putting the tomato on a hamburger is an example of an element
in the job of a fry cook at McDonald’s.

A task is distinct work activity tallied out for a distinct purpose. Examples
would include typing a letter, preparing a lecture, or unloading a mail
truck.

A duty is a number of tasks. Counseling students is a duty if a college

instructor.

A position refers to one or more duties performed by one person in an

organization. There are at least as many positions as there are workers
in the organization; vacancies may create more positions than
employees. Examples of positions include Supervisor Grade IV,
according to Payable Clerk I.

A Job is a type of position within the organization. If a large insurance

company employs sixty life insurance actuaries, then there are sixty
positions, but just one life insurance actuary job.

A job family is a group of two a more jobs that either calls for similar
worker characteristics or contain parallel work tasks as determined by
job analysis. At the previously mentioned insurance company, service
clerks and policy correspondents represent two jobs that frequently are
placed in a common job family because they have man’s similar worker
characteristics.

An occupation is a group of similar jobs found across organizations.

Electrician, accountant, and service maintenance engineers are some
examples.

A career represents a sequence of positions, jobs, or occupations that a

person has over his or her working life.
Functional Job Analysis

Functional job analysis (FJA) is a method of job analysis that was developed by the

Employment and Training Administration of the United States Department of Labor. FJA
produces standardized occupational information specific to the performance of the work and
the performer.[1]
Quantitative approach to job analysis that utilizes a compiled inventory of the various
functions or work activities that can make up any job and that assumes that each job
involves three broad worker functions: 1) data 2) people 3) things.
The most recent version of FJA uses seven scales to describe what workers do in jobs: (1)
Things, (2) Data, (3) People, (4) Worker Instructions, (5) Reasoning, (6) Math, and (7)
Language.[2]

Positional Job Analysis

Position analysis questionnaire (PAQ) is a job analysis questionnaire that evaluates job
skill level and basic characteristics of applicants for a set match of employment opportunity.
PAQ was developed at Purdue University by McCormick, E.J., & Jeanneret, and Mecham in
1972. The PAQ method involves a series of detailed questioning to produce many analysis
reports.[1] This method is widely used within industrial and organizational
psychology, individual psychological assessment and human resource departments, and
can be easily administered by any individual trained in job analysis.
Positional Analysis Questionare was developed with the hope that it could be used with a
minimum of training on the part of the individual analyzing a job. [2] Compared to many other
methods in job analysis, PAQ has been found to be effective, inexpensive, and easy to use
for human resource and trainees. Its purpose is to define the duties and responsibilities of a
position in order to determine the appropriateness of the position classification, essential
functions and/or whether or not the position is exempt from overtime. PAQ contains 195
items called "job elements" and consists of six different divisions:

1. Information input
2. Mental processes
3. Work Output
4. Relationships with other persons
5. Job context
6. Job related variables

Advantages and disadvantages[edit]

Position analysis questionnaire is inexpensive and takes little time to conduct. It is one of
the most standardized job analysis methods, it has various levels of reliability, and its
position can be compared through computer analysis. [3] PAQ elements apply to a various
number of jobs across the board, as diverged with job assignments. Position analysis
questionnaires can be used for individuals repairing automobile generators, serving food to
patrons in a restaurant, taking samples of blood from patients, or with worker characteristics
such as general learning ability, verbal aptitude, numerical aptitude, manual dexterity,
stamina, and reaction time.[4] PAQ uses simple wording and less complex questions than
more in-depth job analysis methods. Research has shown PAQ to be an easy and effective
method for human resource and other departments in the hiring process. In 1975 Ekkehart
Frieling criticized PAQ, stating it is not possible to use one method to differentiate and
classify equally all conceivable occupations. [5] Other criticisms state that the PAQ was
written at the college level while the incumbents had the education of 10th to 12th grade
level, and that PAQ was developed for all jobs but has been demonstrated as limited to 195
jobs and six dimensions.