Recruitment and selection in human resource

Recruitment is a process that hiring managers use to promote open jobs. It

involves using different processes to attract candidates for a desirable role. A
hiring manager might use tactics such as providing job descriptions,
advertising, setting recruitment criteria and creating a job listing to promote
the job to qualified candidates. The primary purpose of recruitment is to attract
qualified employees that meet the company's standards. When a company has
an open job, the hiring manager works with the marketing and other teams to
attract potential candidates. Often, recruitment is the primary step in hiring
employees and typically includes:

 Advertising the open job position

 Writing a job description
 Sending emails and messages to qualified candidates
 Determining the job requirements
 Responding to queries about the job
 Reviewing resumes and cover letters of potential applications
 Shortlisting potential candidates for interview

Selection is finding and choosing candidates who are ideal for the job. Typically,
this phase comes after the recruitment process. While the recruitment process
gathers eligible candidates for a job, the selection determines which candidates
are ideal for the job. The hiring manager starts with a shortlist of qualified
candidates. During the selection process, hiring managers use various methods
to assess their abilities and skills to ensure they hire the right individual. Some
actions that might occur during the selection process are:

 Administering aptitude tests depending on the job requirement

 Interviewing potential and qualified candidates
 Performing background checks
 Screening candidates based on their resume and cover letter
 Performing background checks

Key Differences Between Recruitment Vs.

Selection
While both the recruitment and selection process is an essential step in the
hiring process, some critical differences between the two processes:

 Objective: The recruitment process aims to advertise the vacant

position, while the objective of the selection process is to fill the
vacant position.
 Approach: Recruitment follows a positive approach, where
companies encourage candidates to apply for open positions. In
comparison, selection follows a negative approach, where
companies reject candidates unfit for the job.
 Number of candidates: During recruitment, the number of
candidates increases, whereas in the selection stage, the number
decreases.
 Time and money: Recruitment typically requires minimal time
and money, whereas selection is time-consuming and expensive.
 Process: Recruitment involves notifying candidates about the job
through various sources. In the selection process, it is essential
for candidates to pass tests at various levels.

Factors affecting recruitment:

There are a number of factors that affect recruitment.

These are broadly classified into two categories:

1. Internal Factors

2. External Factors

These are discussed one by one.

1. Internal Factors:
The internal factors also called endogenous factors are the factors
within the organisation that affect recruiting personnel in the
organisation. Some of these are mentioned here.

a. Size of the Organisation:

The size of an organisation affects the recruitment process. Experi-
ence suggests that larger organisations find recruitment less
problematic than organisations with smaller in size.

b. Recruiting Policy:
ADVERTISEMENTS:

The recruiting policy of the organisation i.e., recruiting from

internal sources (from own employees) and from external sources
(from outside the organisation) also affects recruitment process.
Generally, recruiting through internal sourcing is preferred, because
own employees know the organisation and they can well fit into the
organisation’s culture.

c. Image of Organisation:
Image of organisation is another internal factor having its influence
on the recruitment process of the organisation. Good image of the
organisation earned by a number of overt and covert actions by
management helps attract potential and competent candidates.
Managerial actions like good public relations, rendering public
services like building roads, public parks, hospitals and schools help
earn image or goodwill for the organisation. That is why blue chip
companies attract large number of applications.

d. Image of Job:
ADVERTISEMENTS:

Just as image of organisation affects recruitment so does the image

of a job also. Better remuneration and working conditions are
considered the characteristics of good image of a job. Besides,
promotion and career development policies of organisation also
attract potential candidates.

2. External Factors:
Like internal factors, there are some factors external to organisation
which has their influence on recruitment process.

Some of these are given below:

a. Demographic Factors:
As demographic factors are intimately related to human beings, i.e.,
employees, these have profound influence on recruitment process.
Demographic factors include sex, age, literacy, economic status etc.

b. Labour Market:
Labour market conditions i.e., supply and demand of labour is of
particular importance in affecting recruitment process. For
example, if the demand for a specific skill is high relative to its
supply, recruiting employees will involve more efforts. On the
contrary, if supply is more than demand for a particular skill,
recruitment will be relatively easier.

c. Unemployment Situation:
The rate unemployment is yet another external factor having its
influence on the recruitment process. When the unemployment rate
in a given area is high, the recruitment process tends to be simpler.
The reason is not difficult to seek. The number of applicants is
expectedly very high which makes easier to attract the best qualified
applicants. The reverse is also true. With a low rate of
unemployment, recruiting process tends to become difficult.

d. Labour Laws:
There are several labour laws and regulations passed by the Central
and State Governments that govern different types of employment.
These cover working conditions, compensation, retirement benefits,
and safety and health of employees in industrial undertakings.

Child Labour (Prohibition and Regulation) Act, 1986, for example,

prohibits employment of children in certain employments.
Similarly, several other acts such as Employment Exchange
(Compulsory Notification of Vacancies) Act, 1959, the Apprentices
Act, 1961; die Factory Act, 1948 and the Mines Act, 1952 deal with
recruitment.

e. Legal Considerations:
Another external factor is legal considerations with regard to
employment. Reservation of jobs for the scheduled castes,
scheduled tribes, and other backward classes (OBCs) is the popular
example of such legal consideration. The Supreme Court of India
has given its verdict in favour of 50 per cent of jobs and seats. This
is so in case of admissions in the educational institutions also.

Factors affecting selection process

There are a number of factors which affect the outcomes of an organisation’s selection
process, we’ve outlined seven that you should be aware of.
1. The recruitment campaign
A recruitment campaign may attract or detract high quality candidates. This
depends on a number of factors:
a. If the campaign was targeted at the correct demographic for the position
b. If the campaign was extensive and reached the correct demographic
c. If the campaign had the right message
2. The geographic location of candidates
The geographic location of candidates may affect the demographics of the
candidate as if you are recruiting from a small and specific geographic location
you may be limiting the diversity of the candidates and missing out on great
talent.
3. The literacy skills of the candidates
As with geographic location, literacy skill varies across applicants. This will
 ultimately impact their suitability to the role. For example, an applicant pool
largely consisting of candidates from NESB may have a significantly different
mean literacy score to a group of native English speakers.
4. The number of candidates applying for a position
The more candidates that apply, means a larger pool of talent to search within.
This then translates to a greater chance of identifying high quality candidates that
are suitable for the role.
5. The correct use of assessment
It is critical that the correct assessment is used in order to identify the correct
target group. If an assessment is not appropriate for a particular role, then there is
a risk of them being rejected when in fact they had the correct skills for the
position.
6. Attractiveness of the position
Some roles are more attractive than others. The more attractive the role, the more
likelihood of attracting high quality candidates. This can include the type of
responsibilities, the perks and the culture of the organisation.
7. The selection process itself
The likelihood of identifying a quality candidate depends on the selection process
used. If you follow the best practice method where candidates are assessed at the
first selection round, and they receive regular feedback during the process, this
can increase your chance to find the best candidate for the role.

Methods Of Recruitment
Here are some methods of recruitment you can use to attract qualified candidates and
meet the organisation's needs. While the recruitment method you choose depends
upon the industry and sector in which you work, you can use these popular
recruitment methods:

1. Employee referrals

Employee referrals are a cost-effective way to acquire quality candidates

because the existing employees know their skills, personality and qualifications.

An employee referral is when an existing employee recommends their family

members, friends and colleagues for a vacant position. This is primarily an

internal recruitment process and can save time and money of the hiring

process. If the company hires a candidate who other employees referred, the

employee is eligible to receive monetary compensation or a bonus. For

employee referral to be successful, trusting the existing employee's judgement

is essential.
2. Direct advertising

Often, recruiters use direct advertisements to promote open jobs. Some

common methods a recruiter might use include advertisements, television

commercials, billboards and radio to connect with a wide variety of qualified

candidates. This is useful when a company is hiring for entry-level or multiple

positions. Recruiters who require skilled candidates are likely to use direct

advertising to target candidates who match their qualifications.

3. Boomerang recruitment
Boomerang recruitment primarily involves hiring past employees. These employees
require fewer selection and training programmes. During boomerang recruitment,
recruiters hire candidates who share the same value as the business and are
competent in their role. This helps in saving a lot of time and money because the
recruiter is aware of the candidate's skill set. But, this type of recruitment rarely yields
desired result because past employees who leave the company have a justifiable
reason for their past actions.

4. Internal promotions
A company might consider internal promotion as a recruitment option when they have
existing employees with the right abilities and qualifications. In such a scenario, the
company might not look outside the company to search for qualified candidates. By
offering internal promotions to deserving employees, a company can retain its current
workforce and improve its morale. Typically, internal promotions reduce costs, save
time and encourage team members to develop their skills and work ethics. Before
promoting an employee, consider which position might be easier to fill.

5. Online job boards

Listing job responsibilities on an online job board can be an excellent way to hire new
and qualified candidates. A job board ensures your job listing reaches the right
audience. Apart from helping a company connect with potential candidates, these job
boards provide an easy and user-friendly method of applying for vacant positions.
These job boards allow you to provide details about the job responsibilities and
benefits along with the work culture.

Methods Of Selection
Choosing qualified and talented candidates helps in strengthening a company's
workforce and improving work quality. While the method of selection depends and
varies depending upon the number of applications a recruiter receives, some common
methods to use for the selection process are:

1.Application screening
The primary step of the selection process is screening applications to ensure
candidates fulfil the minimum qualification for the role. For instance, the hiring
manager might check whether the candidate is eligible to work in the country, has
completed the desired certifications and possesses the relevant qualification. Often,
companies use the applicant tracking system or ATS to identify whether a resume has
certain skill sets and qualifications. ATS helps managers save time they might spend
screening applicants manually.

2. Skills tests
Apart from a resume, curriculum vitae and cover letter, a company might require a
candidate to pass a skill test. For example, if a candidate is applying for an analytics
position, you might conduct an aptitude test to check their analytical skills and assess
their abilities. Candidates who get passing marks in these skills tests move to the
interview round.

3. Psychometric tests
Another selection method that a recruiting manager might use is a psychometric test.
A hiring manager might use psychometric tests to assess a candidate's personality,
cognitive ability and integrity. The psychometric test results help you identify which
candidate qualifies for job-related tasks. These tests help in selecting candidates who
align with organisational culture and values.

4. Preliminary interview
Often, to assess a candidate's skills, hiring managers might conduct a preliminary
interview with candidates with impressive applications. They can conduct these
interviews by video or phone to save time. The primary purpose of conducting a
preliminary interview is to verify whether the candidate fulfils the minimum
qualification criteria. Each of these preliminary interviews can take less than 15
minutes.

5.Team and the employment interview

The employment and team interview involves formally meeting candidates to ask them
in-depth questions and learn more about their skills and abilities. It helps a hiring
manager know each candidate personally, learn about their job responsibilities and
test their industry knowledge. Before the interview, prepare a list of questions to ask
candidates to assess their knowledge.

6. Reference and background checks

The last step of the selection process is conducting reference and background checks.
It helps the employer understand whether the candidates share the correct
information. Background checks can help you verify critical information and assess the
candidate's work ethic. For example, you might use a background check to verify if the
candidate worked for a particular organisation or ensure they earned a relevant
certification.