SELECTION
Recruitment
Recruitment is defined as
the process of identifying
and making the potential
candidates to apply for the
jobs.
Recruitment is called as a
positive process with its
approach of attracting as
many candidates as
possible for the vacant jobs
Difference between Recruitment and
Selection
Selection
Selection is defined as the
process of choosing the
right candidates for the
vacant positions.
Selection is called as a
negative process with its
elimination or rejection of
as many candidates as
possible for identifying the
right candidate for the
position.
help increase the overall performance of the
organization.
to choose the most suitable candidate, who can
meet the requirements of the jobs in an
organization, who will be a successful applicant. 
evaluate various attributes of each candidate such
as their qualifications, skills, experiences, overall
attitude, etc. In this process, the most suitable
candidate is picked after the elimination of the
candidates, who are not suitable for the vacant
job.

Importance of Selection
It is cost-effective and reduces a lot of time and
effort.
It helps avoid any biasing while recruiting the
right candidate.
It helps eliminate the candidates who are
lacking in knowledge, ability, and proficiency.
It provides a guideline to evaluate the
candidates further through strict verification and
reference-checking.
It helps in comparing the different candidates in
terms of their capabilities, knowledge, skills,
experience, work attitude, etc.

Advantages of Selection
A questionnaire or series of
exercises designed to
measure intelligence.
There are many types
of intelligence tests, and
they may measure learning
and/or ability in a wide
variety of areas and skills.
Scores may be presented as
an IQ (intelligence quotie
nt), as a mental age, or on
a scale
INTELLIGENCE TEST
For example,
Stanford-Binet IQ test
Wechsler
Adult Intelligence Scale
(WAIS), and the
Wechsler Intelligence Sca
le for Children (WISC) are
all
standardized tests designe
d to test intelligence.
a test designed
to determine a natural talents,
person's ability in special abilities for doing, or
learning to do, certain kinds of
a particular skill things easily and quickly. They
or field of have little to do with knowledge
or culture, or education, or even
knowledge. interests. They have to do with
heredity. Musical talent and
artistic talent are examples of
such aptitudes.

APTITUDE TEST
 isa tool used to assess
human personality. Pe
rsonality testing and
assessment refer to
techniques designed to
measure the Myers-Briggs Type
Indicator (MBTI)
characteristic patterns Minnesota Multiphasic
of traits that people Personality Inventory 
exhibit across various (MMPI), and the
Sixteen Personality
situations. Factor Questionnaire.

PERSONALITY TEST
is an assessment of
developed knowledge or
skill. ... Achievement
tests are developed to
measure skills and Spelling tests,
timed
knowledge learned in a arithmetic tests,
given grade level, and map quizzes
usually through planned are
all examples of a
instruction, such as
chievement
training or classroom tests. 
instruction.

ACHIEVEMENT TEST
are used to assess how you
would react to situations
you can encounter while
working and how you
would solve problems. In
these tests, you can also
be assessed on your critical
thinking ability. Your ability
to reason critically is also
an important trait for many
functions.

SIMULATION TEST
are often used by
employers to gauge the
abilities and skills of both
current employees and
job applicants.
These tests are designed
to assess whether
individuals have the skills
necessary to perform
various and essential
aspects of a job.
ASSESSMENT TEST
 pre-employment
assessment is any
tool or method used to
evaluate job candidate
s with consistency.
They range from hard
skills tests (such as
typing and math
skills tests) to
“softer” tests, like
personality batteries
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